1
Associate Prof., Public Administration, Farabi Campus of Tehran University, Qom, Iran
2
Master of Farabi School, University of Tehran
Abstract
In today's changing and unpredictable world where jobs and careers require people to play roles in various situations, career capital helps people by providing a set of skills, competencies and capabilities acquired throughout their professional lives. So that they have enough strength and preparation for different jobs. The purpose of this research is to identify the factors affecting the career capital of senior managers in public organizations. This research has a qualitative approach in terms of the type and nature of the data and is practical in terms of its purpose. The statistical population of the research is the managers of the public organizations in Qom province, 9 of them were selected using the purposeful sampling method and the snowball technique. The data collection tool is semi-structured interviews which have been analyzed by thematic analysis method. 97 concepts in the form of 11 sub-themes and 4 main themes of individual competences, interpersonal competences, group dynamics and organizational facilitators were identified as effective components on career capital in public organizations.
taheri, F., & Dadashi Zaranji, A. (2024). Identifying the factors affecting the career capital of senior managers of public organizations. Journal of Research in Human Resources Management, 16(1), 75-110.
MLA
fateme taheri; Aliasghar Dadashi Zaranji. "Identifying the factors affecting the career capital of senior managers of public organizations". Journal of Research in Human Resources Management, 16, 1, 2024, 75-110.
HARVARD
taheri, F., Dadashi Zaranji, A. (2024). 'Identifying the factors affecting the career capital of senior managers of public organizations', Journal of Research in Human Resources Management, 16(1), pp. 75-110.
VANCOUVER
taheri, F., Dadashi Zaranji, A. Identifying the factors affecting the career capital of senior managers of public organizations. Journal of Research in Human Resources Management, 2024; 16(1): 75-110.
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