Abstract

This research aimed at studying the relationship between the organizational conflict and job satisfaction through studying the most important factors and reasons for the organizational conflict and studying the suitable method for administering these conflicts. That was done by using a random sample consisted of 70 individuals to give a response regarding the research problem represented by: is there a relationship between organizational conflict and job satisfaction. For answering this problem, several hypotheses were formalized: there is a positive relationship between organizational conflict and job satisfaction, limitedness of resources, the ambiguity of authorities, ambiguity of responsibilities and the conflicts of all these objectives leads to organizational conflict. To achieve its objectives and answer its questions, the research relied on the descriptive, analytical method. A questionnaire was prepared for data collection. Data were processed using the method of frequencies and percentages, in addition to using Chi-square for independence. The research arrived at some results, the most important of which is: there exists a strong statistically significant correlation between organizational conflict and job satisfaction; the most important reasons for organizational conflict in the ministry are represented by limitedness of resources, conflict of objectives, the ambiguity of authorities and ambiguity of responsibilities respectively.; there are several methods used for dealing with organizational conflict, the most important of which are: cooperation method, resettlement method, followed by avoidance method and finally competition method; that salaries do no enable the suitable living standards. From these results, a number of recommendations were presented: the importance of acting to upgrade the quality of the organizational framework in the ministry regarding authority and responsibility lines, improving rules and principles relating to granting authorities and responsibilities for the purpose of combating organizational conflicts; the necessity of incorporating employees in the process of annual goal setting for the ministry which carries in its essence a positive message for employees and make them feel their importance in the organization and make them more keen to achieve those goals, which leads to reduce organizational conflicts inside the ministry; seeing employees' wage structure in the ministry and try to improve it in order to suit the great role and noble mission the provide for the whole society, specially under these declined living situations.