he Comparative Survey of Organizational Commitment Based on Personal Traits: A Case Study on Nurses in Yazd Training Hospitals

Organizational commitment has been defined as "the relative strength of an individual's identification with and involvement in a particular organization". Organizational commitment and factors that predict it has emerged as a promising area of research in recent decade for there is a strong evidence of link between high levels of commitment and favorable organizational outcomes. The main objective of this study was to investigate the relationship between the staff's personality traits (introversion – extraversion) and organizational commitment. This comparative – applied study was carried out in 2009-2010. The research population consisted of nurses working at Shahid Sad doghi and Shahid Rahnemoon hospitals. The sample (n=175) was selected by random sampling method. The data were collected by 2 valid questionnaires.organizational diagnosis questionnaire (ODQ) and Eysenck personality questionnaire (EPQ). Data analysis was performed through SPSS14 software using descriptive statistics and independent T-Test. The results of research indicated that the introvert and extrovert nurses are different in regards with their organizational commitment (p-v = 0/000). Also, the organizational commitment was significantly different in both personality groups (introvert, extrovert) in terms of age group (P=0.003, 0.046) and job tenure group (p = 0/002, 0/042). In the introvert group, organizational commitment was different based on the employment status (p = 0/017) but there was no difference in any group in terms of sex and marital status. The research results indicated that personality traits as a predictor of organizational commitment should be considered in human resources management.