Background and aims: Managers’ competencies can influence the organization’s development and effectively promote and improve management and implementation of planned changes. This study addresses developing the pattern of specific competence of senior managers of universities of medical sciences. Methods: This research was conducted in two qualitative and quantitative phases in 2021-2022. First, it was done using a qualitative approach using conventional content analysis. The research tool was a semi-structured interview. The data from the interviews with 17 participants through the purposeful sampling method depended on the criteria. In the second phase, the variables identified in the first phase were measured through the correlation method and structural equation model using AMOS software. The tool for collecting information in this phase was a researcher-made questionnaire based on the first phase of the research. The respondents, Lawshe’s content validity ratio coefficient, and factor analysis confirmed the questionnaire’s face, content, and construct validity. Its reliability was estimated using Cronbach’s alpha coefficient at higher than 0.7. The study population of this department consists of managers in the departments of a medical sciences university (n=196). Results: The findings showed that 43 subscales were placed in 18 general categories in a paradigm model (causal factors, contextual conditions, intervening conditions, strategies, and consequences). The causal factor coefficient of the main category was 0.57, background factors on strategies were 0.59, intervening factors on strategies were 0.43, and the main category on strategies was 0.52. Finally, the factor coefficient of the strategies on the results was obtained at 0.46. Conclusion: The results of this research may contribute to knowledge about the unique competencies of top managers in the development and improvement of human resources to achieve the organization’s goals and success. These competencies can be considered in evaluating and selecting talented human resources.

Background and aims: Managers play a vital and decisive role at the heart of organizations because they are considered the most important competitive advantage. Therefore, the aim of this study was to design a model for the specific competence model of the top managers of medical science universities in Iran. Methods: This applied, exploratory research was done using qualitative-inductive approach and the Strauss and Corbin basic theory method in the medical sciences universities of Iran from 2019 to 2022. The study population of this grounded theory-based qualitative research consisted of 17 individuals selected from among the chancellors and vice-chancellors of medical universities in Iran using purposive sampling. Results: The findings indicated 19 general categories in a model, including causal conditions (targeted organization, organizational indicators, competence factors, and individual factors), and central phenomenon (specific competence of senior managers). The other categories were underlying conditions (organizational characteristics, environmental field, external macro factors, and components of economic competence), and intervening conditions (personality traits, managerial intelligence, and management of changes and time). The remaining categories encompassed strategies (competence factors, education and talent management, managerial factors, standardization, and organizational factors) and consequences (organizational and national development in the field of health, medicine and welfare, society, and service management). Conclusion: The competencies of managers, as the key human resource, are extremely important for the success of the organization. The findings of this study demonstrated that the specific competencies of senior managers can be used as an indicator.