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Volume 13, Issue 49 (4-2014)
Abstract
Abstract The purpose of this study was the relationship between personality characteristics and productivity among employees of the Iranian National Oil Products Distribution. The statistical population consisted of Tehran Products Distribution Company Employees. Sample was consisted of 127 people who were selected by stratified sampling. They answered following questionnaires: Myers-Briggs personality questionnaire and Achieve labor productivity Inventory. The results showed that there is a significant relationship between some personality types and level of productivity. There was a meaningful positive correlation between extroverted type, thinking type and level of productivity. There was a meaningful negative correlation between feeling type, intuitive type and level of productivity. But three personality types including sensing, Introverted, and Judging had no relationship with level of productivity. Moreover, ESTJ type (introverted, sensing, thinking, judging) and ISTJ type (extroverted, intuitive, sensing, judging) had the highest frequency. The findings indicate that by identifying personality type we can identify productive types and use these types for enhancing productivity of organization, and prevent human resource burnout by assigning them in appropriate vocational position. :
- Mohammad Amin Zarei,
Volume 25, Issue 99 (10-2026)
Abstract
Aim: This study aimed to examine the effectiveness of career counseling based on career path design on job satisfaction, organizational commitment, and human resource productivity among employees of companies affiliated with the Teachers’ Reserve Fund.
Methods: This applied study used a quasi-experimental design with a pretest, posttest, and three-month follow-up, including a control group. The statistical population consisted of employees working in companies affiliated with the Teachers’ Reserve Fund. Among eligible employees, 60 participants were selected through convenience sampling and, after initial matching based on demographic and occupational characteristics, were assigned to experimental and control groups. The experimental group participated in an eight-session career counseling program based on career path design, with each session lasting 90 minutes and held once a week. The control group received only routine organizational programs during the same period. Data were collected using job satisfaction, organizational commitment, and human resource productivity questionnaires. The data were analyzed using mixed repeated-measures analysis of variance.
Results: The findings indicated that the interaction effect of time and group was significant for job satisfaction, organizational commitment, and human resource productivity. The mean scores of the experimental group increased from pretest to posttest in all three variables, and this improvement was largely maintained at the three-month follow-up. In contrast, the control group showed no meaningful change across the study phases.
Conclusion: The findings suggest that career counseling based on career path design can be used as an effective intervention for human resource development, increasing job satisfaction, strengthening organizational commitment, and improving employee productivity. By reconstructing career narratives, enhancing professional self-awareness, aligning individual and organizational values, strengthening career adaptability, and developing professional action plans, this intervention can improve employees’ occupational attitudes and job-related functioning.
