مقدمه: این پژوهش با هدف بررسی رابطه‌ی خودتنظیمی و ویژگی‌های شخصیتی (روان‌رنجوری، برون‌گرایی، تجربه‌پذیری، توافق‌پذیری و مسئولیت‌پذیری) با استرس شغلی کارمندان دانشگاه اصفهان انجام شد. روش‌کار: جامعه آماری این پژوهش توصیفی همبستگی شامل کلیه کارمندان یعنی 1217 فرد شاغل در دانشگاه اصفهان در سال 1394 بود. از این جامعه 200 نفر به عنوان نمونه به روش تصادفی ساده چندمرحله‌ای انتخاب شدند. برای جمع‌آوری داده‌ها از سه ابزار مقیاس خودتنظیمی (براون، میلر، لاوندوسکی، 1999)، فرم کوتاه پرسش‌نامه‌ی نئو (کاستا و مک‌کری، 1990) و مقیاس استرس شغلی (دیویس و رابینز و مک‌کی، 1991) استفاده شد. جهت تحلیل داده‌ها از روش همبستگی پیرسون، رگرسیون همزمان و آزمون تی مستقل استفاده شد. یافته‌ها: نتایج نشـان داد بین استرس شغلی با خودتنظیمی و چهار بعد شخصیت یعنی برون‌گرایی، تجربه‌پذیری، توافق‌پذیری و مسئولیت‌پذیری، رابطه‌ی منفی معنی‌دار (01/0>P) و بین استرس شغلی با یک بعد شخصیت یعنی روان‌رنجوری رابطه‌ی مثبت معنی‌داری (01/0>P) وجود دارد. از بین متغیرهای خودتنظیمی و ابعاد ویژگی‌های شخصیتی، تنها سه متغیرخودتنظیمی (01/0>P)، روان‌رنجوری (01/0>P) و برون‌گرایی (05/0>P) می‌توانند استرس شغلی را پیش‌بینی کنند. هم‌چنین بین زنان و مردان در متغیرهای خودتنظیمی، ابعاد ویژگی‌های شخصیتی و استرس شغلی، تفاوت معنی‌داری وجود ندارد. نتیجه‌گیری: با توجه به نقش خودتنظیمی، روان‌رنجوری و برون‌گرایی در استرس شغلی لازم است کار متناسب با ویژگی‌های مذکور به افراد محول شده تا به این ترتیب بتوان میزان استرس شغلی را کاهش و سلامت روان را افزایش داد.
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