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Showing 3 results for Personality Characteristics
Evaluation of Factors Affecting Job Burnout in Employees of Regional Electric Company, Kerman, Iran
Mohammad Babamiri, Azita Zahiri, , Zekrollah Morovati, Majid Yousefi Afrashte, Yousef Dehghani,
Volume 3, Issue 4 (3-2016)
Abstract

Introduction: Job burnout can have negative effects on organizations and their employees. This study tried to investigate the relationships between job burnout and occupational stress, the four dimensions of organizational justice, personality characteristics, role clarity, and role overload.

Material and Methods: All full-time employees of the Regional Electric Company of Kerman (n = 200) were selected as the study sample. Finally, 138 usable questionnaires were collected. Previously designed questionnaires were used to measure work overload, occupational stress, role calrity, and organizational justice and respect. Maslach Burnout Inventory and NEO were also administered. Pearson’s correlation and multiple regression analyses were applied to analyze the data. All analyses were performed using SPSS 16.0.

Results: Job burnout was significantly related with occupational stress, distributive justice, extraversion, role clarity, role overload, organizational respect. Multiple regression analysis suggested distributive justice, overload, procedural justice, and occupational stress as the best predictors of job burnout. These factors explained 48% of the variance in burnout.

Conclusion: According to the results of this study, policymakers and planners of the organization are recommended to pay more attention to parameters contributing to job burnout. This will prevent job burnout among the personnel and promote organizational efficiency.


Compare Personal Characteristics, Job Satisfaction and Mental Health of the Personnel of a Car Making Company Who Experienced and Didn’t Experience a Disaster
Mohammadamir Abbasian Fard, Mastooreh Sedaghat,
Volume 5, Issue 3 (11-2017)
Abstract

Background: The aim of this study was to compare personality characteristics, job satisfaction and mental health of the personnel who experienced and didn’t experience a disaster in Zamyad Company.
Methods: This is a casual-comparative study. The population consisted of all company personnel in Tehran (2500). Using random sampling, 120 people were selected, of whom 60 people had already experienced an accident and 60 had never experienced one. To collect the required information the mental health questionnaires GHQ, job satisfaction and Ruth Barry field and 5-factor personality inventory (NEO-FFI) were used. For data analysis, statistical methods, measures of central tendency (ANOVA) and independent t-test and chi-square test were used to compare each variable between personnel were who injured and those who weren’t.
Results: Results showed that there is a significant difference among three characteristic components (agreement F: 23.158, being open to experience F: 6.902, nervousness F: 5.476) of the people who were or were not injured. There is also difference between the two groups in job satisfaction (0.000); those who had never experienced an accident were more satisfied with their jobs. The health components (physical symptoms F: 4.804, stress disorders F: 8.652, depression symptoms F: 7.559) also were significantly different between the two groups.
Conclusion: Planning for control and improvement of mental and psychosocial factors and factors such as job satisfaction, personality traits and mental health in the workplace seems necessary. This can achieve higher levels of health and safety for the staff.

Developing a Structural Model of Employee Psychological Well-being Based on Occupational Stress, Personality, and Psychological Capital
Somaye Zarei Fathabadi, Maryam Khosravizad, Maryam Damorchiloo, Masoumeh Damarloo Abhari,
Volume 14, Issue 2 (6-2026)
Abstract
Objectives: Hospital environments, due to the nature of their services, are considered among the most stressful work settings, posing a serious challenge to the employees' mental health. This study aimed to design and test a structural model of psychological well-being among the clinical and administrative staff of Milad Hospital in Tehran. Given the study's focus on a specialized medical center, the results are more generalizable to similar hospital environments, and caution should be exercised when generalizing them to other sectors of the healthcare system.
Methods: This study employed a mixed-methods (sequential exploratory) approach. In the qualitative phase, using interpretive phenomenology and 16 in-depth interviews with experts, the study's main goal was to examine the impact of living environments. Data were analyzed using MAXQDA (version 2020). In the quantitative phase, based on the qualitative findings, a 30-item questionnaire was developed and distributed among 300 hospital employees. Data analysis and model fitting were performed using Covariance-Based Structural Equation Modeling (CB-SEM) in LISREL (version 8.8).
Results: In the qualitative phase of the study, three main themes—personality traits, psychological capital, and job stress—were identified, along with 30 sub-themes. Quantitative model testing indicated that the conceptual model demonstrated a good fit (χ²/df = 2.36, CFI = 0.93, RMSEA = 0.063). The findings confirmed that psychological capital (β = 0.48) and personality traits (β = 0.41) had positive and significant effects. In contrast, job stress (β = -0.33) had a negative and significant effect on psychological well-being (p < 0.001). Among these variables, psychological capital was the strongest positive predictor of psychological well-being.
Conclusion: The results of this study underscore the need to move from approaches based solely on efficiency and performance control (tool-based management) toward human-centered approaches in healthcare human resource management. This approach considers mental health, employees' lived experiences, and their psychological capital as key components in organizational decision-making and the design of workplace interventions. In this framework, strengthening psychological capital can serve as a balancing resource, reducing the negative effects of job stress and contributing to the sustainability of psychological well-being in hospital settings.

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