Investigating the impact of employees' personality on the dimensions of "organizational communication, employee vitality, job attractiveness and human resources development" in the model of job attachment in the Iranian Ports and Maritime Organization

What has been followed in this research is to investigate the impact of employees' personalities on the dimensions of ``organizational communication, employee vitality, job attractiveness and human resources development'' in the pattern of job attachment in Iran's Ports and Maritime Organization.  The research method in this research is a mixed-exploratory research method. In this research, first, the theme analysis method and then in the quantitative part, exploratory and confirmatory factor analysis and structural equations were used. Finally, a theoretical model was used. Research is presented.  In the method of thematic analysis, ۱۵ interviews were conducted with the experts of the Iranian Ports and Maritime Organization, and according to the coding of the interviews and the determination of the primary and secondary codes, the attachment model of the employees was extracted and then by factor analysis and with the help of software PLS۲۲ was validated and finalized. In the quantitative part, the use of questionnaires, and questionnaires were collected and analyzed with the statistical population of ۴۵۰ employees of that organization, including experts and organizational managers and a sample number of ۲۰۵. As a result, this model was presented with ۱۴ dimensions and ۴۳ components. The dimensions of the model were: the roles of managers, meritocracy, job attractiveness, strategies, respect for employees, development of human resources, structure and organization, organizational communication, positive organizational image, learning organization, participation system, organizational knowledge of people, compensation system Service and vitality of employees. According to the output of the Max QDI software, among these dimensions, meritocracy and human resources development by ۱۰۰% and organizational knowledge of people by ۱۸.۲% occupy the highest and lowest percentages of the coding space of the interviews, respectively. And based on the output of Smart PLS software, the participation system has the highest factor load (۰.۸۰۷) and the learning organization has the lowest factor load (۰.۴۶۳). Based on factor analysis, five personality factors affect the dimensions of organizational communication, human resource development, vitality and job attractiveness in the employee attachment model.

کلیدواژه ها:

employee attachment ، five-factor personality model ، human resource development ، conscientiousness ، participation system