عنوان مقاله [English]
نویسندگان [English]چکیده [English]
Background and objectives: An organization is a social community of human beings. It is natural that where there is a relationship, conflict will also occur.
Methodology: The present study sought to determine "the relationship between conflict management styles and the efficiency and effectiveness of human resources with a moderating role of personality traits in police+10 stations". 112 employees of Mazandaran province were selected through cluster sampling method as a research sample. Conflict management styles were measured by Darya and Peres' (2015) standard questionnaire, Taylor and Brent's (2013) efficiency and effectiveness of human resource questionnaire and personality traits were measured by Ramstedt and John (2005). Validity and reliability of the research tools were measured by face validity, divergent validity, convergent validity, factor times' coefficient, Cronbach's alpha, and mixed reliability. Data were analyzed using SPSS and Smart-PLS software.
Findings and results: The results indicate that there is a significant positive relationship between conflict management styles and the efficiency and effectiveness of human resources. The results of sub-hypotheses show that there is a significant positive correlation between personality traits and the effectiveness of human resources, but personality traits have no significant positive correlation with human work efficiency. Also, the findings of the moderator variable show that personality traits play a moderating role in the relationship between conflict management styles and human resource performance, but personality characteristics do not play a moderating role in the relationship between conflict management styles and the effectiveness of human resources.
Conclusion: Investigating conflicts management styles, regarding personality traits of individuals, improves the efficiency of human resources.