Abstract
Modern organizations provide their required goods and materials easily from other organizations and even other countries and the only resource that can’t be exchanged ideally is human resources, such that an efficient and standard human resources is the most important competitive capital of a country. According to this, current research aims to explain the relationship between personality characteristics with career management of Melli Bank staff in Iran. Statistical population of this research is all employees of Melli Bank central branches which are located in Tehran city. The number of Melli Bank central branches’ employees is 2603 and the total number of branches is 28 and an appropriate group sampling method is applied. The research method is descriptive-correlation type. For data gathering, two questionnaires of career path based on Shine model and personality characteristics questionnaire were used. The results show that there is a positive significant relation between the variables of emotional stability personality with the regression coefficient of 0.143, compatible personality with the regression coefficient of 0.110, experience- oriented personality mode variable with the regression coefficient of 0.231 and work ethic personality with the regression coefficient of 0.143 and career management of Melli Bank employees. But there is no significant relation between extroversion as one of the personality characteristics and employees’ career management. Keywords: career dimensions, career anchors, personality characteristics, Melli Bank. JEL Classification: M10, M12, J24
Highlights
Houshang Yavarpour, Mehraban Hadi Peykani, Azar Gholizadeh, 2016
This research objective is to recognize the personality characteristics that are effective in formation and amplification of Branch Isfahan (Khorasgan), Islamic Azad University, Isfahan, Iran
This research is applied in terms of purpose and it investigates the relationship of personality characteristics with career management of Melli Bank staff in Iran
Summary
Yanjun Guan et al (2015) the role of perceived organizational career management and career management compatibility tend to have turnover among the staff. The relationship between these variables based on the theory of social exchange theory has been making career. More results showed that the compatibility of career path, variable impact of perceived organizational career management and job satisfaction increases and this tends to reduce employee turnover. Based on this research findings, personality styles mediation has an effect on the relation between attribution style indirect effectiveness and students’ self-regulation. The results showed that family direct support paths and efficacy have a positive and significant effect on students’ career path decision making efficacy. As job enrichment has a preventive role on work pressure, it can be expected that individuals’ satisfaction can be increased by job enrichment
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