The Relationship between Work-Family Spillover and Organizational Attraction Regarding the Big Five Personality Factor in Borna Battery o. Personnel

there are many evidences of work family spillover theory supporting the emotional and behavioral spill over. The relations of individuals with communities and organizations get them adapted in society and organization. Besides, accepting the cost of leaving the organization not only is a means for determining the position of individuals, but like stable people, it shapes their behaviors in work, in which individual’s personality naturally acts as a mediator for attractiveness of the organizations. This research is a correlational research, having all of the Borna Battery personnel as the statistical population, 182 of them were chosen in a simple random selection. The research instruments included 30-itemed questionnaire of work-family spillover which had four sub-scales, 15-itemed questionnaire of organizational attraction which had tree sub-scales and the 50-itemed questionnaire of Big Five personality traits which had five sub-scales. The data were analyzed through Pearson correlation coefficient and hierarchal regression analysis. the findings showed _on the simple level of relations_ that there are meaningful negative relationships between marriage spillover, children spillover, leisure time spillover and housework spillover. Among the Big Five personality traits, only two factors _ openness to experience and conscientiousness_ had a meaningful relationship with organizational attraction. the results indicate that the personality traits of neuroticism and conscientiousness can moderate the relationship of work-family spillover and organizational attraction.