In many organizations, humanism is seen as a natural phenomenon in human interactions. People tend to connect more with colleagues who share similar experiences, beliefs, and cultural backgrounds. This tendency can help to form harmonious and effective work teams, but on the other hand, it may lead to a decrease in diversity of thought and creativity. Therefore, the current research has been carried out with the aim of phenomenologically understanding the dimensions and positive and negative consequences of similarity attraction.This research is considered to be descriptive and survey type in terms of practical purpose and in terms of data collection method. In terms of typology, the current research is among qualitative researches and in the analogical-inductive paradigm. The statistical population of the research is managers of government organizations and university professors in the field of management, 20 of whom were selected based on the principle of sufficiency and using purposeful sampling. The tool for gathering information is an interview. In this research, the method of content analysis and coding with Maxqda software was used to analyze the data. The findings of the research showed that human dimensions in organizations can have positive and negative effects. On the one hand, they lead to increased coordination, cooperation and job satisfaction, and on the other hand, they may reduce intellectual diversity and lead to group thinking and unconscious discrimination.Organizations should try to establish a proper balance between humanity and diversity and create an inclusive and diverse culture.