علاقة الصراع التنظيمي بالرضا الوظيفي : دراسة حالة كلية التجارة جامعة النيلين

Abstract

the aim of this research is to know the most important reasons of the organizational conflict in the faculty of commerce in Alneelain University to confront it and prevent it, and to know the relation between the organizational conflict and the job satisfaction of the employees in the faculty and to know the actual procedures which are applied to the administration of the faculty in the settlements of such conflicts. The research problem is based on the following main question :- What is the relation between the organizational conflict and the job satisfaction among the employees in faculty of commerce in Alneealin University ? From this main question the following branch questions emerged :  what is the extend of harm of the organizational conflict between the employees in the faculty of commerce upon their job satisfaction?  What are the reasons which causes the organizational conflict among the employees in the faculty of commerce? What are the measures which are taken in the faculty of commerce in settlement and solving of the organizational conflicts?  Are the employees satisfied about the measures which are applied in solving of the organizational conflict?  What are the ways successful and vital ways and measures of settling and solving of the organizational conflict in the faculty of commerce in Alneealin University ? The research has put down some hypotheses as follows:- There is a relation between the organizational conflict and the job satisfaction and also there is a relation between the dependability of the employees on eachWhat are the measures which are taken in the faculty of commerce in settlement and solving of the organizational conflicts?  Are the employees satisfied about the measures which are applied in solving of the organizational conflict?  What are the ways successful and vital ways and measures of settling and solving of the organizational conflict in the faculty of commerce in Alneealin University ? The research has put down some hypotheses as follows:- There is a relation between the organizational conflict and the job satisfaction and also there is a relation between the dependability of the employees on each other and the existence of the conflict and the procedures which are taken by the administration of the faculty for the settlement of the conflicts are unaccepted by the employees. Descriptive – analytical and case study methodology is utilized. The research is structured into four , chapters. Chapter one is introductory chapter in which the problem of the objective , hypotheses as well as the organization of the study are presented. The literature review and theoretical framework is presented in chapter two. Chapter three is an historical background about the faculty of Commerce , economic & social studies. The finding and recommendations are presented in chapter four. The most important results which the research has reached are as follows :-  there are a strong negative relation between the organizational conflict and the job satisfaction  it became obvious that the administration of the faculty neglect the solving of the conflicts.  The employees in the faculty are unsatisfied about the procedures which are by the administration of the faculty in solving the conflicts. Based on the above results the research has concluded the following recommendations :-  to organize training programs to reflect ( to determine what are the organizational conflicts , their results and how to solve them. To solidity the positive ability of 17 contacts and relation with subordinates , to develop the leadership skills ) so as to enhance the ability of the faculty administration in solving the conflicts this is through gaining benefits of the academic expertise found in the faculty.  To use different methods and ways in the settlement of the organizational conflict based on the administrative situations and not to treat them in one manner.  To determine exactly the task and the job duties for employees to prevent the dependability of some employees on others in carrying out their work.