The Relation between Personality Inventory and Organizational Diagnosis with Job Success Using Artificial Neural Networks Approach

• Main Authors: milad shafii, khatere khanjankhani, seyedmasood mousavi, Fatemeh Sadat hashemi, sajjad baharinia
• Format: Article
• Language: fas
• Published: Iran University of Medical Sciences 2020-05-01
• Series: Salāmat-i kār-i Īrān
• Subjects: personality type; organization; success; staff
• Online Access: http://ioh.iums.ac.ir/article-1-2789-en.html

Background and aims: Career success is one of the important and influential factors for taking long steps towards productivity of an organization. Career success is the relationship between onechr('39')s current progress and onechr('39')s future ideals. Job success is defined as the positive psychological impact or outcome of work or the success of a work experience that has a significant impact on increasing employee motivation and productivity. Effective management can lead to the promotion of career success in the organization. Career success relates to individualschr('39') emotions and behavior to their career path and is identified through psychological variables. Job success is also a type of positive job performance. Various studies have shown that various individual factors influence the success of a personchr('39')s career. In general, two factors of personality type and intra-organizational environment (organizational structure) can influence job success. It is necessary to identify the factors affecting career success and to evaluate their importance in this regard. The purpose of this study was to relation the relationship between personality type and organizational structure with job success among staff of Yazd University of Medical Sciences in 2017. Methods: This is a cross-sectional study. In this study, staff of Yazd University of Medical Sciences were considered as the statistical population. Sampling was simple random and 240 individuals were considered as sample. Inclusion criteria were all staff members of Yazd Shahid Sadoughi University of Medical Sciences and related units and staff who did not wish to participate in this study were excluded. Authorities were required to conduct the study by university officials. It was also fully explained to the unit officials that the information collected would be used solely for the purpose of improving their performance and would be strictly confidential. The response rate was 80%. Myers-Briggs Personality Inventory (MBTI), Organization Cognition (QDQ) and Radsip Job Success Questionnaires were used for data collection. The Myers-Briggs personality type questionnaire consisted of 87 questions; respondents had to choose only one or two options per question. The questionnaire consists of 4 bipolar scales, each pole called a personality preference. The first is related to introversion or extroversion, the second is intuitive or intuitive, the third is sentimental or logical personality, and the fourth is perceptual or judgmental. This questionnaire contains 16 4-letter types. The Organizational Cognition Questionnaire (QDQ) was developed by Marvin Weisbord in 1976. This questionnaire has 35 questions and 7 goal dimensions (questions 1 to 5), structure (questions 6 to 10), leadership (questions 11 to 15), communication (questions 16 to 20), rewards dimension (questions 21 to 25), The useful mechanism dimension (questions 26 to 30), and the attitude attitude change (questions 31 to 35). The Radissippi Job Success Questionnaire consisted of 30 questions and a 3-point Likert-type questionnaire containing both agree, disagree and disagree, and each of these options scored 3 to 1, respectively. Data were analyzed using SPSS 25 software and artificial neural networks (for extraction of significance coefficients). In order to protect the information of the deputies and their confidentiality, each of them is coded instead of the name of the deputy and the results are announced according to the codes. In this study, demographic characteristics, types of celebrity types, and intra-organizational environment dimensions were considered as inputs, and job success dimensions and total job success scores were considered as network outputs. Results: The mean age of participants was 34 years. Among the staffs studied, the two age groups 30-40 and 50 years had the highest and lowest frequency, respectively (45% vs. 6%). 55% of the respondents were men and 45% women. Weight of demographic characteristics, status of intra organizational environment, and types of personality type in relation to win-win score showed that the variables of rewards, personality type (extraverted, cognitive, rational, judgmental), communication, personality type (introverted, emotional, emotional, considerate). Orientation, personality type (introverted, introverted, rational, considerate) and type of employment have the most importance factor. Weight of demographic characteristics, intra-organizational environment status and personality types with passive score indicated that the variables of rewards, personality type (extraverted, cognitive, rational, judgmental), gender, personality type (extraverted, emotional, emotional, judgmental). Age, communication, and useful mechanisms are the most important factors. The weight of demographic characteristics, intra-organizational environment status, and personality types in relation to the total score of job success also showed that the variables of communication, job experience, attitudes, type of employment and useful mechanisms were the most important factors. Comparison of the factors affecting the win-win status score showed that the two variables of targeting and personality type (introverted, sensory, emotional, considerate) had the highest and least effect on this situation, respectively. Comparison of the factors affecting passive status scores showed that the two variables of communication and job experience had the highest and least effect on this situation, respectively. Comparison of the factors affecting the total score of job success shows that the two variables, the useful mechanisms and the type of employment have the most and the least effect on this situation, respectively. Conclusion: The purpose of this study was to relation the relationship between personality type and organizational structure with job success among staff of Yazd University of Medical Sciences in 2017. The results of this study showed that among the demographic variables studied, education and gender were the most and least important variables in the staff success of Yazd University of Medical Sciences, respectively. According to the findings of this study, it can be concluded that, among the three variables of internal organizational environment, personality type and demographic characteristics of staff, the internal organizational environment variable is more important in the employeeschr('39') job success. To enhance job success that are critical to organizational effectiveness and desirability, personal support and co-workers, then organizational measures and policies, are required to evaluate, reward, and promote successful business, organizational measures and policies. And reinforcement. It is also recommended to use job-related personality type tests in addition to other tests to improve performance, job satisfaction and job success, and job seekerschr('39') success. One of the innovations of this study is the use of artificial neural network method in determining the relationship between personality type and the environment within the organization with job success, which is less commonly used for projects with similar title. One of the major limitations of this study is the unavailability of similar surveys to compare their results with the present study and the lack of cooperation of some staff in completing all items of the demographic questionnaire. It seems that some of the contradictory results observed may be due to the influence of the demographic characteristics of the subjects and the different characteristics of the jobs and work environments in the various studies that influenced the relationship between job success and personality traits.