دور إدارة العلاقات الإنسانية في تحقيق الولاء التنظيمي دراسة ميدانية بالمؤسسة الوطنية لعتاد الأشغال العمومية فرع SOMATEL LIBHERR"" لصناعة عتاد الترسنة والرفع عين السمارة – قسنطينة

Abstract

The study aims to learn about relationship managements contribution to my organizational Two permanent years at the National Institute for the Materiel of Public Works, a branch of the “SOMATEL LIBHERR” By examining the parameters of participatory and distributive organizational loyalty to the organization in question, by highlighting the parameters of employee participation in institutional decision- making, the renewal and materialization of goals, and organizational loyalty, and by looking at the leadership pattern prevailing in the organization in question Studying and achieving organizational loyalty shows the incentive system, its financial and moral awareness, and the extent to which organizational loyalty exists for permanent employees at the institution in question. And based on the simple observation and the mixed form of the open and closed question, For the field study, a total of 107 permanent workers had to be surveyed, After the distribution of the research tool, 89 forms were obtained that, could be unloadable, and a descriptive approach was used to describe the phenomenon in quantitative and qualitative terms Consider and provide the appropriate sociological analysis. The study concluded the following conclusions: - The lack organizational fairness in terms of turnover, especially the promotion system, the criteria for evaluation, and pay. Ben the factors of organization, lack of trust, and the rise of a myriad of personal interests are preventing the organization. - Isolate the moors, human to the actual references to mosaic escapades and plan building and blurring the benefits of worker dissatisfaction. - The dominant type of leadership is bureaucracy, which prevents organizational loyalty to human resources through single decisions and targeting. - Weak material and moral incentives, such as wages, loan symbolism, compensation, and profits annual employee bonus plus moral incentives like vague goal and an avatar of encouragement praise for marines. - So managing human relationships in the institution doesn’t contribute to loyalty organizational.