الفهرس 
الإطار العام للبحثيوجد فقط 14 صفحة متاحة للعرض العام
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المستخلص
Abstract
The main objective of this research is to identify the relationship between the values of managers and the organizational struggle in Egyptian governmental organizations. The study relied on the descriptive analytical method. To achieve the objectives of the study, a questionnaire was designed as a study tool consisting of (79) items distributed among the two study variables. The study community was composed of all workers in the public offices of the ministries (Ministry of Justice - Ministry of Awqaf - Ministry of Electricity), and they numbered (7500) singles. The sample size of 400 individuals was determined, and 440 questionnaires were distributed, an increase of 10% over the sample size, in order to compensate for the possible deficiency due to the non-retrieval of some survey lists. The sample was distributed according to the percentage of its presence in the community, and (406) questionnaires were retrieved with a recovery rate of (406). 5,101%).
The study showed a number of results, the most important of which are:
1- There is a statistically significant negative relationship between the managers ’perceived values by the principals and the causes of organizational conflict, and by testing the significance of the independent variable using the choice of (t.test), we find that the independent variables (organizational human values, organizational justice values, organizational consultative values, organizational leadership values ), Has a significant effect on the dependent variable (the causes of organizational conflict), at a level of significance less than (0.05), while independent variables (, organizational affiliation values, organizational trust values, organizational creativity values), have no significant effect on the dependent variable ( Causes of organizational conflict), at Significant level greater than (0.05).
2- There is a negative relationship with statistically significant between the values of managers perceived by the principals and the results of the organizational struggle with respect to the values of (organizational humanity, organizational justice, organizational consultation, organizational leadership, organizational creativity), and the absence of this relationship with respect to the values of (organizational affiliation, organizational integrity). By examining the significance of the independent variable using the choice of (t.test), we find that the independent variables (organizational human values, organizational justice values, organizational affiliation values, organizational trust values, organizational consultative values, organizational leadership values) have a significant impact on The dependent variable (organizational conflict results), at a level of significance less than (0.05), while independent variables (values of organizational creativity), had no significant effect on the dependent variable (results of organizational struggle), at a level of significance greater than (0.05).
3- There is a positive relationship with statistically significant between the values of managers perceived by the principals and the methods of managers to manage organizational conflict, and by testing the morale of the independent variable using the test (t.test) we find that the independent variables (organizational human values, organizational justice values, organizational affiliation values, values Organizational Safety, Organizational Consultation Values, Organizational Leadership Values, Organizational Innovation Values), has a significant effect on the dependent variable (managers ’methods of organizational conflict management), at a level of significance less than (0.05).
4-There is an effect of demographic characteristics (gender - age - experience - educational level - income level) for the principals on their awareness of the managers’ values, and it was found that this effect was not found in relation to demographic characteristics (marital status).
5 - There is an effect of demographic characteristics (age - experience - educational level - income level) of the subordinates on their awareness of the methods of organizational conflict management by managers, and it was found that there is no such effect with respect to demographic characteristics (gender - social status).
The study presented a set of recommendations, the most important of which are:
1- Supporting the values of constructive managers in organizations to eliminate the causes of conflict.
2- select competent managers, reassess existing managers.
2- Spreading a unified organizational culture of work to eliminate the causes of conflict.
3- Human resource development and leadership training.
4- Eliminating the conflict between the personal and organizational values of managers.
5- Reminding managers of the important organizational values that help them to use effective methods of conflict management