Design and Validation of the Human Capital Model with a Cultural Approach in the Education System of Qom Province

Abstract

Purpose: The present study aimed to design and validate a human capital model with a cultural approach in the education system of Qom Province. Methodology: The research employed a sequential mixed-methods approach with an exploratory orientation. In terms of nature, the qualitative phase included meta-synthesis and Delphi stages, while the quantitative phase was descriptive, incorporating survey and correlational stages. The qualitative phase's statistical population consisted of theoretical experts (university faculty members in humanities disciplines) and practical experts (relevant officials in the education sector of Qom), from whom 20 interviewees were selected using purposive sampling based on the principle of saturation. In the quantitative phase, the statistical population included all employees of the education system in Qom, and 250 employees were selected using the minimum sample size calculation for confirmatory factor analysis and a multi-stage sampling method. Data collection methods included semi-structured interviews in the qualitative phase and researcher-developed questionnaires in the quantitative phase to assess the model's validity from both expert and respondent perspectives. The validity and reliability of the instruments were examined and confirmed in both phases. Data analysis in the qualitative phase involved thematic analysis using Maxqda software, while in the quantitative phase, statistical description and analysis (confirmatory factor analysis and one-sample t-test) were conducted using SPSS and SmartPLS software. Findings: The findings indicated that the dimensions of digital transformation include individual, group, and organizational levels. The individual dimension comprises the components of skills and competencies, as well as personal development and learning. The group dimension includes collaboration, teamwork, and interpersonal communication, while the organizational dimension encompasses organizational culture, organizational structure, leadership and management, and reward and motivation systems. Conclusion: Ultimately, based on the identified dimensions, components, and indicators, the research model was designed and evaluated for both internal and external validity, with the findings confirming the model's suitability.