جستجوی مقالات مرتبط با کلیدواژه "personality characteristics" در نشریات گروه "مدیریت"

Despite the assumptions of hard Operations Research (OR) in using pure scientific and mathematical techniques, it has always been obvious that the application of these techniques and the implementation of their results go beyond the analytical sophistication of the OR methods and are impressed by the “human factor” in decision making. Behavioral factors, emotions, or personality traits of individuals can affect the process of applying the OR methodologies which could ultimately have an effect on decision making results. This research is aimed to examine the behavioral factors affecting the OR methodologies. To this end, by applying General Morphological Analysis (GMA) method, after determining the possible compatibility of each type of problem with each of the OR methodologies as model inputs, the behavioral factors affecting the OR methodologies are identified. This allows decision-makers to be aware of the effectiveness of each of these behavioral factors and prevent their occurrence as much as possible.

The last decade has seen many changes in the global business environment. thus, technology-driven businesses have been replaced by knowledge-based businesses. human resources are now the most important asset of organizations. but not all employees are a source of competitive advantage for organizations. rather, knowledgeable employees can create competitive advantage and added value for the organization. therefore, managers of organizations must know how to provide a suitable environment and opportunities for greater participation of knowledgeable employees in the organization, because the processes of identifying, recruiting, training, managing, and retaining are more difficult for knowledgeable staff than for other employees. organizations should know more about the personality and behavior of knowledgeable employees and develop appropriate programs to attract, train and interact with them as well as adopt necessary strategies to make them satisfied and loyal.

By examining most of the key factors affecting the success of knowledge management, the human factor or knowledge staff is common in most models. the term knowledge worker was first introduced by peter drucker. in his opinion, a person who works with information and develops or applies knowledge in the workplace is a knowledge worker. knowledge employees are employees who have a high level of education and experience and think about life and are mainly engaged in technical and managerial positions. on the other hand, they can have a major impact on the company and its performance. the nature of these employees requires a high level of autonomy and knowledge workers usually need to work with colleagues in similar departments, other departments, or even with employees of different organizations. knowledge workers do not repeat the same task every day, so they do not follow the instructions given to them, but use their technical and intellectual knowledge to perform tasks. personality is one of the most important factors that can be evaluated in the first call, the job seeker. because it seems difficult to pay attention to the applicant's situation in many environments and situations, a person's personality information can be used to predict his or her future behavior. the five-factor model, mbti model, and enneagram typology model are some of the most important personality models used in this study.

This research was a mixed study with the interpretive philosophy in its qualitative phase (descriptive phenomenology). in the quantitative phase of the research, the pragmatism philosophy was used. the statistical population of the qualitative phase was comprised of experts such as knowledge management experts in 23 companies in Mashhad city having R&D departments. The sampling method was snowball continued to 21st interview to reach theoretical saturation. The qualitative data collection tool was semi-structured interviews and gathered data were analyzed using MAXQDA software.

Descriptive phenomenology was conducted based on the colaizzi approach. the following steps were followed: first, the interviews' content was converted from audio to text mode. at this step, a total of 270 open codes were extracted. in the next step, the codes list was referenced and some codes were integrated with each other. also, irrelevant and duplicate ones were removed from the existing list, and categories were determined based on expressions and codes extracted from previous steps. finally, eleven personality categories were extracted including introversion, conscientiousness, judgment, realism, neuroticism, incompatibility, conservatism, narcissism, thinking, self-control, and openness.

When hiring knowledge staff, routine personality tests should be performed to select and attract people with the closest personality type to knowledge jobs. one of the most important results of this study was identifying the introversion of knowledge staff as a key personality dimension. due to the characteristics of introversion, it is appropriate to try to provide a suitable work environment for introverts such as a place for mental resting, walking, exercising, and even sleeping at work. in regard to knowledge employees' internal locus of control, managers are recommended not to externally monitor and control their work process and, instead, control their work output. in regard to the psychotic characteristics of knowledge workers, it is suggested to avoid imposing stress and work pressure on and setting a short period of time for them. in general, organizational processes should be redefined for knowledgeable employees. even if necessary, two types of processes should be implemented for knowledge and non-knowledge employees. due to the thinking characteristic, it is suggested to provide necessary conditions and situations for knowledge employees to think.

Given the important role of prevention managers in promoting organizational performance, recognizing the characteristics of these managers is of particular importance. The purpose of this study is to provide a model for identifying individual characteristics of NAJA's proactive managers and predicting their proactivity in uncertainty situations. This research in terms of research purpose, is developmental and, in terms of research design, is descriptive-survey. Also, the present study, in terms of the nature of data is quantitative. The statistical population of the study includes experts and directors of NAJA in Guilan province. Two questionnaires were used to collect data. Fuzzy inference system was used to design the model. The results of the fuzzy inference system also show that three important characteristics of the proactive managers include personality traits, internal motivation and knowledge, skill and ability to forge managers. Law enforcement officers pay attention to the above-mentioned features in order to identify, select, and appoint NAJA Interaction Managers, and personality traits should be considered more than others.

The purpose of this study is to determine the personality features of entrepreneurship and proposing an educational model to develop these characteristics in elementary school. At the first step, the personality requirements associated with the entrepreneurial process determined and then those requirements are prioritized in the development of entrepreneurial capability. In the next step, researchers provided a list of activities and educational approaches in the elementary school, and then they investigated the effect of each activity and their weights. Finally, an educational model for developing student entrepreneurship capabilities is presented. This applied research is a mixed exploratory one. The statistical population divided into two parts: entrepreneurs of the industry and teachers in education sector (especially elementary school). Statistical sample was selected using judicative and purposeful methods and is developed by snowball sampling technique. Content analysis, hierarchical analysis and topsis method used for data analysis. findings show that participatory management approach in school curriculum, presenting models of behavior for students, purposeful encouragement and establishing positive emotional relationship with them, along with activities such as phonetic and dramatic arts, educational and imitation games, developing the verbal communication skills, and planning have a significant effect on The growth of entrepreneurial capabilities in students.

Employee's happiness is related to engagement, growth of task security, job and family consent that can be resulted from characteristic and environmental factors. The purpose of this research was to study the relationship between personality characteristics with happiness and job satisfaction among employees of Vali-e-Asr university of Rafsanjan. Therefore 150 employees were selected randomly, and were studied by using the questionnaires of five factors inventory(Costa etal,1995), Oxford happiness( Argyle,1989) and Dant(1996) job satisfaction results showed there were significant relationship between extroversion and job satisfaction as well as the relationship between emotional stability, extroversion and compatibility. The results of Regression analysis showed that personality characteristics predict 7% job satisfaction variance and 18% happiness variance Stepwise Regression analyses also revealed that predictor of job satisfaction is extroversion personality characteristic and characteristics of extroversion, compatibility and emotional stability in order are the most important predictors of happiness.

Providing services for attracting، maintaining، and retaining customers is one of the main tools of service organizations in order to survive in today''s competitive environment. High-contact service is not exceptional as well. One of the contexts in which these services can be used greatly for retaining and satisfaction of customers is the virtual space، friendship relationships between service providers and customers. In this paper، the relationship between customer personality characteristics and friendship relationships between service providers are studied. The sample consisted of 345 high-contact service customers in Isfahan of which 154 were male and 191 female. The impact of extroversion، sociability، stability، and openness to experience variables on friendship service as well as the impact of friendship service on customer satisfaction and retaining were studied. LISREL8. 5 software was used for model fitting and statistical analysis was performed using SPSS16 software. The results show that hypotheses related to significant impact of extroversion and sociability variables on friendship service as well as friendship service on satisfaction and retaining، and satisfaction on retaining were confirmed. But the significant impacts of stability and openness to experience on friendship service were rejected.

Job burnout is a syndrome that emergences as a response to chronic stress and mostly in human professional services. Among the main factors that affect on the job burnout, are personality characteristics and coping strategies to stress. In this regard, this study examines the role of personality characteristics and coping strategies in Tabriz Saderat Bank's staffs. In this correlation research, 242 Saderat Bank's Staffs were selected in the form of cluster sampling and were administered by Demographic Questionnaire, Maslash Burnout Scale, NEO- Five Factor Personality Inventory and Lazarus & Folkman Coping Styles Questionnaire. Data were analyzed by descriptive analysis methods and multiple regressions (simultaneous).The findings indicated that the most of Bank's staffs (%52/3) have moderate burnout and neuroticism personality factor and emotional-focused coping strategy are positive predictors and extroversion and conscientiousness are negative predictors of Bank staff's job burnout. In sum, present study provided support to previous findings that there was significant relation between job burnout and personality characteristics.

he main objective review of this study the relationship between personality characteristics and mental health is job satisfaction. For this purpose, the number of 250 employees working in group February engine were selected by stratified random sampling of five new operating with questionnaire personality (NEO - FFI), General Health Questionnaire (GHQ 12) and questionnaire JDI job satisfaction is also used for analysis test data correlation coefficient and regression analysis were used. According to theoretical studies results of this study revealed several major findings. Mental health workers on job satisfaction and their positive effect, but there are significant effects of personality traits on job satisfaction of being conscientious and neurotic personality traits also influence orientation on job satisfaction is low. Except for being pleasant personality traits, other personality characteristics (Neuroticism, extroversion, flexibility Conscientious effect on job satisfaction of being pleasant personality characteristics compared to other personality characteristics on job satisfaction sub-scales is the opposite effect of mental health is the effect on job satisfaction so that the subscales of depression than other sub-scales general health is the effect on job satisfaction.

This study was conducted to determine the relationship between thinking styles and entrepreneurship personality characteristics of schools principals in Birjand. Participants were selected from among 107 schools principals via a stratified random sampling. The tools used were thinking styles based on the Sternberg-Wagner scale and entrepreneurship personality characteristics. Results were analyzed by using Pearson Correlation coefficient and multiple regressions. It was revealed that the external thinking was the prevailing thinking style and also need for achievement characteristic proved to be higher than the other entrepreneurship characteristics among the schools principals. The results also showed that judicial, liberal and external thinking styles had a significant and positive relationship with creativity and risk-taking characteristics of schools principals: Accordingly there was a significant positive relationship between the internal thinking styles with the need for independence. All the thinking styles had a significant and positive relationship with the need for achievement except the internal thinking style. The findings also showed that there was a significant and positive relationship between the judicial, liberal, executive and external thinking styles with the internal focus of control, as well as between the judicial and liberal thinking styles with tolerance for ambiguity on the part1 of schools principals.

The main objective of the present research is to investigate relationship between Managers Sources of Power and Personality characteristics of Entrepreneurship among staffs of Melli bank in the city of Zahedan. The statistically population of the research consists entire staffs of 32 branches of Melli bank in Zahedan, out of which 155 subjects were selected as a sample of research by cluster random sampling method. To collect related data two questionnaires were employed, first one to measure manager's source of power and the second questionnaire to measure Personality characteristics of Staff Entrepreneurship. Reliability obtained for questionnaires were α=.82 and α=.74 respectively. Descriptive and inferential techniques of statistic were used to analyses the collected data. Result of the research revealed that prevailing source of power among Melli bank managers from the staff's point of view and entrepreneurship characteristics were referent power and need for achievement respectively. Analyses of data showed that there were positive and significant relationship between source of reward and tolerance for ambiguity, risk taking, need for achievement and internal focus of control. The result also figured out that sources of expert and legitimate power with creativity and tolerance for ambiguity of staff, coercing power of managers with need for independence and referent power with creativity and need for achievement of staff have positive and significant relationship. Findings determined that the source of reward power of managers has highest role to predict personality characteristics of staff entrepreneurship

The aim of this research is to study the relation between personality characteristics, irrational beliefs and job satisfaction. 100 subjects were selected from among the personnel of East Azerbaijan Telecommunication Department using ranked random sampling and they were evaluated using NEO-FFI personality inventory, Jones Irrational Beliefs (IBT) and surveying test of Spector job satisfaction. The method of research is correlation method. Multi-variable regression test, Pearson Correlation Coefficient and T-test were used for data analysis. Testing of hypotheses showed that there is no significant relation between the personality characteristics and job satisfaction and none of personality characteristics can anticipate job satisfaction of individuals. The results also showed that there is no significant relation between irrational beliefs and job satisfaction. The findings indicated that there is a significant and positive relation between personality characteristics and irrational belies, and that neurotic personality characteristics can anticipate the irrational beliefs of individuals. Other findings show that there is a significant difference between men and women in terms of irrational beliefs, and that female subjects have more irrational beliefs than male subjects, but there was no significant difference between the two groups of men and women in terms of job satisfaction.