Identification and Analysis of Personal Development Dimensions among Managers of the Agricultural Bank of Iran Using Thematic Analysis and Structural Equation Modeling

Abstract

The aim of the present research is to identify and analyze the dimensions of personal development among managers of the Agricultural Bank of Iran using an exploratory mixed-methods approach. In the qualitative phase, thematic analysis was applied to extract the components and core themes of personal development. The statistical population in this phase consisted of human-resource experts, senior managers, and experienced specialists of the Agricultural Bank, from whom 12 participants were selected through purposive sampling to participate in semi-structured interviews. The collected data were analyzed using MAXQDA software, resulting in the identification of 75 initial codes, 14 subthemes, and 4 main themes (organizational, managerial, environmental, and individual factors). In the quantitative phase, the conceptual model derived from the qualitative findings was tested using a researcher-developed questionnaire administered to 315 managers and specialists of the Agricultural Bank. Data analysis was carried out using structural equation modeling based on the partial least squares (PLS) method and SmartPLS software. The results indicated that all structural paths of the model were statistically significant at the 95 percent confidence level, and that the validity, reliability, and model-fit indices (GOF = 0.625) exceeded acceptable thresholds. Based on the path coefficients, organizational factors (β = 0.345) and managerial factors (β = 0.332) had the greatest influence on personal development, whereas individual factors (β = 0.0344) had the least impact. Overall, the findings indicate that the personal development of managers in the Agricultural Bank of Iran is influenced primarily by organizational structures and policies as well as managerial styles. Therefore, prioritizing the establishment of a learning-oriented organizational culture, supporting development-focused training, and enhancing leadership competencies can provide a sustainable pathway for individual and professional growth among managers.