narjes shokri

People capability maturity model (PCMM) is a framework to help develop the level of maturity and improve the field of human resources of organizations. The present study is conducted with the aim of designing and validating an indigenous PCMM for managers among faculty members of the Islamic Azad University of Fars Province. First, the initial indicators are extracted through literature review, then the interview questions are designed and approved by 3 experts. After that, semi-structured interviews are conducted with 17 faculty members who, in addition to having executive records over 5 years, also are assistant professors and above. The sampling method is purposeful snowball. Data analysis is done based on Strauss and Corbin grounded theory model in 6 paradigms of causal conditions, main phenomenon, intervening conditions, context, strategies and consequences. The results of data analysis obtained during 3 open, axial and selective coding processes lead to the extraction of 29 indicators and 98 components. Then, using the obtained variables, a questionnaire is designed and distributed among faculty members, and data are collected and indicators are ranked using confirmatory factor analysis, based on which an indigenous model is presented. Validity and fitting of the model is measured through structural equations using PLS software. The results of validation show that the model has a high validity. According to the discussions and conclusions, one of the research suggestions in increasing the maturity and capability of faculty members can be holding perpetual training courses for managers, which should be implemented by teachers who have a brilliant record in human resource management.

Individualism is one of the social, cultural, and cultural issues that deserve the attention of modern society. Globalization as a surging wave has transformed the relations and relations of countries and governments and has rapidly created complex links between cultures and human societies. Therefore, this research was conducted with a qualitative and quantitative approach, using contextual and survey theory and with an applied purpose. Using the grounded theory method, data from interviews with 20 experts and elites of Ghavamin Bank and the academic community who had executive backgrounds in decision-making levels were obtained. In terms of survey method, questionnaires were distributed and measured among 342 employees of Ghavamin Bank. The effective factors obtained in the qualitative sector include attitude, responsibility, the culture of reasoning, timely thinking, and job security. In the quantitative part, it was found that there was a significant relationship between the obtained components and positive individualism. Despite the positive individualism, anti-productivity behaviors can be prevented and the globalization of human resource management and production leaps can be achieved.