Dimensions of Personality and its Dominant Factors based on

All walks of people are innately born with diverse personality. Such a variation can also be posited as a source of challenge, conflict and frustration for a given organization. Consequently, it can aggravate the problem when due attention should be paid to the overall different dimensions of staff`s personality in terms of human resource management. The study is conducted by considering five dimensions of staff `s personality in Shiraz University of Medical Sciences based on Mc Crae and Costa” model.

This is a cross sectional study. The statistical population comprises 130 randomly selected staff members of Shiraz University of medical sciences. The data was collected using a 69- item questionnaire. Content validity and reliability of the research instrument are verified and considered appropriate for assessing personality dimensions. Parametric statistics and Pearson correlation are applied for data analysis, which are statistically at α=0.05 degree of freedom.

Results show significant differences between personality and organizational culture, focus of control and agreeableness with conditions. Furthermore, significant relationship is found between introversion and agreeableness with conditions and also between conscientiousness and focus of control, stress and agreeableness with conditions. On the other hand, personal agreeableness and neurosis show significant statistical relationship with stress and agreeableness with conditions.Finally, openness showed a positive statistical relationship with organizational culture andagreeableness with conditions in working consciousness.

Transparency of managers` expectation and their timely feedback to personnel, establishing clear relationship channels accompanied by appropriate appraising styles of conscientiousness within the organizations, flexibility to novel ideas as well as supportive behavior from organization can lead to reduction in neurosis, which promotes other personality dimensions.