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Purpose: This study is conducted to find the impact of consumer personality on their satisfaction and loyalty and eventually on their repeated purchases which will automatically enhance the profits of the organizations. In this study consumer personality is a parameter of consumer behavior. Constructs of consumer personality are social affiliation and consumer relationship proneness. No any previous study is conducted to find the relation between different parameters of consumer personality on their Purchasing behavior. Methodology/Sampling: Primary data was collected from public & private universities of the Hyderabad & Jamshoro districts. Questionnaire was administered in 200 randomly selected samples; sampling frame was students from different classes i.e. MBBS, BDS & Nursing. Already established scales were used for measuring consumer personality, satisfaction, commitment and repeated purchases. Data was analyzed through correlation. Findings: It showed that if the product is aligned with the consumer personality then that has increased not only their satisfaction level but also loyalty with the organization, which ultimately led them to purchase repeatedly. Practical Implications: This research is useful for the top management & sales managers of the organizations in aligning their products with the personality of consumers.

Purpose
– The purpose of this paper is to assess the relative importance of personality and organizational climate for two forms of heavy work investment; workaholism, a "bad" and work engagement, which represents a "good" kind of heavy work investment. More specifically, it is hypothesized that workaholism is positively related to neuroticism (H1) and that work engagement is negatively related to neuroticism and positively to the remaining Big Five personality traits (H2). In addition it is hypothesized that workaholism is positively related to an overwork climate (H3), whereas work engagement is positively related to an employee growth climate (H4).


Design/methodology/approach
– An online survey was conducted among a sample of the Dutch workforce (n=1,973) and the research model was tested using structural equation modeling.


Findings
– It appeared that, in accordance to H1 and H2, particularly neuroticism is related to workaholism, while all personality traits are related to work engagement (predominantly openness to experience and neuroticism). Moreover, and also in accordance with the hypotheses, workaholism is exclusively related to an overwork climate (and not to a growth climate), whereas work engagement is exclusively related to an employee growth climate (and not to an overwork climate).


Originality/value
– For the first time the simultaneous impact of personality and organizational climate on two different forms of heavy work investment is investigated. Since no interaction effects have been observed it means that of personality and organizational climate have an independent but also specific impact on both forms of heavy work investment.

Abstract: The aim of the study was to assess suicide risk in psychiatric outpatients with specific cluster C personality disorders (avoidant, dependent, and obsessive-compulsive). A sample of 142 psychiatric outpatients was used for the study. The sample was composed of 87 outpatients meeting diagnostic criteria for a personality disorder and 53 psychiatric outpatients meeting criteria for an axis I disorder only. The results showed that dependent, but not avoidant or obsessive-compulsive, personality disorders, as well as the clusters A and B personality disorders, were significantly associated with suicide attempts. This association remained significant after controlling for both a lifetime depressive disorder and severity of depression for the cluster A and the cluster B personality disorders, but not for dependent personality disorder. The results underline the importance of assessing suicide risk in patients with cluster A and cluster B personality disorders, while the assessment of suicide risk in patients with cluster C personality disorders seems to be irrelevant as long as assessment of a comorbid depressive disorder is appropriately conducted.

Personality research is a growing field in political behavior, but most research to date is confined to democracies. We expand the scope to Russia, an authoritarian regime, and find that the impact of personality is substantial but different from the existing literature. We find that agreeableness, a personality trait associated with a desire to maintain positive relations with others that is usually peripheral to politics, becomes the single most important and consistent trait affecting attitudes. This perspective helps us to understand why individuals who are socioeconomically and demographically similar can have quite different attitudes to the regime. Our analysis also helps us to understand the mechanisms through which personality works and how it shapes attitudes to such important elements as religion and state propaganda. Our findings suggest a new, and empirically testable, mechanism behind situations in which regimes rapidly dissolve, including revolutions.

In a study on the person-by-situation interaction on leadership, 9 unacquaintedfemale and male students completed a personality-adjective list before they cooperated in 3 triads on 4 different assessment-center tasks, each time with 2 new partners. The rotation design was run with 4 samples of 9 subjects each, half of them men, half women. Each subject's contribution to the group process was ranked by the team members and by 2 observers. In each of the 4 9-person samples the main effect of persons was much larger than the person-by-task (and group-composition) interaction effect. The personality pattern Low Emotional Stability/Low Independence was clearly a hindrance to influence for men, butnot for women. Social roles modify the influence of personality characteristics on leadership behavio, attenuating the personality influence more with women than with men. Finally, some practical conclusions are drawn.

Differences in political culture have been observed at the cross-national and subnational levels, and political culture corresponds with a wide array of important social and political phenomena. However, possible psychological correlates of political culture are less clear. Building on research in personality psychology and cross-cultural psychology, this study contemplates whether aggregate personality measures compiled in the American states correspond with patterns in political culture. Using measures of personality traits provided by more than 600,000 survey respondents, parallels with state-level measures of citizen ideology, political culture, and civic culture are examined. Possible mechanisms linking personality and political culture are discussed.

Despite widespread evidence of low predictive and construct validity,
personality testing is increasingly being used for the selection of
managers. Notes that selection practices based on personality testing
are not embedded in an explicit theory of performance. Based on
available research evidence it is argued that personality is likely to
play a relatively minor role as a determinant of managerial performance.
Presents results from a small survey of New Zealand recruitment
consultants to show that personality testing is widespread in managerial
selection, and that there is a tendency to overemphasize the importance
of personality as a determinant of performance. This may be one reason
for the ascendancy of personality testing in selection. Makes
suggestions for improving the ways in which such tests should be used in
selecting managers.

The type of comprehensive conceptual scheme presented by Professor Smith in the foregoing paper is, in the writer's opinion, the most useful framework currently available for studying the relationship between opinions and personality. The paper draws upon a major work by Smith and his colleagues, Opinions and Personality, which has not only been greeted as a "pattern-setter for a new phase of attitude research" but is already having an important impact on political behavior studies.That political scientists should find the pluralistic theory proposed by Smith congenial, cannot be explained merely by the fact that it is accompanied by an emphatic rejection of the type of simplistic theorizing about personality and opinion already in disfavor with most of them. Rather, its appeal is solidly intellectual, deriving from the fact that it stems from a general (and long awaited!) movement of convergence within the field of psychology.

The second edition of The Oxford Handbook of Personality and Social Psychology captures the history, current status, and future prospects of personality and social psychology in a single integrated volume, offering a unique and generative agenda for psychology. It is dedicated to the proposition that personality and social psychology are best viewed in conjunction with one another and that the synergy to be gained from considering links between the two fields can do much to move both fields forward and to enrich our understanding of human nature