The present study aims to examine the dimensions and components of managers’ meritophobia model (case study: public and private organizations in the city of Kerman). In terms of purpose, this research is applied-developmental, and in terms of methodology, it was conducted qualitatively using thematic analysis. The statistical population consisted of 20 managers from public and private organizations in Kerman. Participants were selected through purposive sampling based on the criterion of having at least 10 years of managerial experience in public and private organizations and full familiarity with this field. Semi-structured interviews with participants continued until theoretical saturation was reached.The data collection tool consisted of two parts: review and exploration of the research literature in the library section, and semi-structured interviews in the field section. Data were analyzed using thematic analysis (basic, organizing, and overarching themes), and the process of coding and textual analysis of the interviews was carried out using MAXQDA 2018 qualitative data analysis software.The findings of the study showed that the adaptive model of managers’ meritophobia in public and private organizations in Kerman includes the following dimensions: individual-personality factors (fear of losing power, ضعف اعتماد به نفس مدیریتی مدیریتی / low managerial self-confidence, superiority complex, and narrow-mindedness); structural-process factors (lack of a succession planning system, weak performance evaluation system, absence of a clear career path, and lack of a talent bank); cultural-environmental factors (relationship-oriented culture, administrative politicization, nepotism, and weak laws); and anti-merit methods and behaviors (organizational exclusion, marginalization, discrediting, and delaying/blocking).