Investigation of relationship between personality characteristics and career management of Melli Bank staff, Iran

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

Extroversion Fosters Career Competence among Adolescents in Hong Kong

“…The pressure of a heavy academic burden, high housing costs and fierce competition in the labor market, have resulted in feelings of loss and desperation among young people in Hong Kong in their search for a career and building their future (Law & Shek, 2013;Shek & Li, 2016). More extrovert adolescents tend to be more actively involved in work, and establish more relations and resources at their workplace which are conducive for boosting their career knowledge and increased work efficiency (Yavarpour et al, 2016). Adolescents with an extrovert personality exhibit more positive self-perceptions and life attitudes than their introvert peers, so their career expectations and self-efficacy are also greater (Lyons et al, 2015;Mehryar & Golparvar, 2015).…”

The Circumplex Model for Structuring Career Anchors of the IT/IS Personnel

“…When the organizational environment does not match the employee's career anchors, it is still possible for the employee to adapt and perform well, but the IT/IS personnel will look for alternative employment that matches their career anchors (Chang, 2010). Career anchors have been related to several indicators such as career satisfaction (Agarwal et al, 2007;Chang, 2010;Hsu et al, 2003;Jiang & Klein, 1999-2000Laschinger, 2012;Lounsbury et al, 2007Lounsbury et al, , 2014Yavarpour et al, 2016), job satisfaction (Chang et , 2012Coomber & Barriball, 2007;Tsai & Huang, 2008;Wynne et al, 2002), and job performance. For this reason, the career anchor is a critical factor to retain valuable IT/IS personnel.…”

“…For this reason, one's career anchors significantly predict their career satisfaction, job satisfaction, overall life satisfaction, and the importance they attach to work. An individual's career-related value system will be correlated with, or even predict career satisfaction (Agarwal et al, 2007;Chang, 2010;Hsu et al, 2003;Jiang & Klein, 1999-2000Laschinger, 2012;Lounsbury et al, 2007Lounsbury et al, , 2014Yavarpour et al, 2016) and job satisfaction (Chang et al, 2012;Coomber & Barriball, 2007;Lounsbury et al, 2007Lounsbury et al, , 2014Tsai & Huang, 2008;Wynne et al, 2002). Therefore, the hypotheses are proposed as following: The research model (see Figure 2) is proposed on the basis of the literature review provided above to understand the interactions among the reorganized career anchors of the IT/IS personnel, career satisfaction, job satisfaction, and turnover intention.…”

“…In terms of the career management, prior research has argued that career anchors are of paramount importance in understanding the IT/IS personnel's career aspirations (Igbaria et al, 1995;Kirton & Robertson, 2018;Reicha & Kaarst-Brownb, 2003). Success in career management is important because the advancement makes a considerable impact on employee attitudes that may influence worker productivity and retention (Lounsbury et al, 2014;Yavarpour et al, 2016). These attitudes include motivation, job satisfaction (Chang et al, 2012;Coomber & Barriball, 2007;Lounsbury et al, 2007;Tsai & Huang, 2008;Wynne et al, 2002), career satisfaction, and so on (Lounsbury et al, 2014;Yavarpour et al, 2016).…”

“…Success in career management is important because the advancement makes a considerable impact on employee attitudes that may influence worker productivity and retention (Lounsbury et al, 2014;Yavarpour et al, 2016). These attitudes include motivation, job satisfaction (Chang et al, 2012;Coomber & Barriball, 2007;Lounsbury et al, 2007;Tsai & Huang, 2008;Wynne et al, 2002), career satisfaction, and so on (Lounsbury et al, 2014;Yavarpour et al, 2016).…”