The Impact of Diversity Culture on Mitigating Organizational Conflicts: A Case Study of Ain Zara Municipality Employees

Abstract

The aims of this study is, to identify the degree of impact of cultural diversity on reducing organizational conflicts from the perspective of employees in government institutions. Employees in government institutions constituted the study population, while employees of the Ain Zara Municipality formed the study sample. The study employed a descriptive-analytical approach, describing and analyzing the various variables. The independent variable represented the culture of diversity and its dimensions (community affiliation, quality of life, competitiveness, cooperation, and achievement), while the dependent variable represented organizational conflicts. To achieve the study's objectives, a validated questionnaire was used as the data collection tool, with (86) questionnaires being used and deemed valid for analysis. The following statistical methods were employed: arithmetic means, standard deviation, multiple standard regression, stepwise regression, and analysis of variance. The results of the study showed that the level of organizational conflicts was high, and the culture of diversity, in all its dimensions, was also highly significant in terms of relative importance. The study also revealed a statistically significant impact of diversity culture on organizational conflicts. The dimension of community affiliation had the strongest influence on organizational conflicts, followed by competitiveness, cooperation, and achievement, respectively, and these two dimensions had a prominent impact on organizational conflicts. Furthermore, the study showed statistically significant differences in organizational conflicts attributable to demographic variables (gender, age, educational qualification, experience, and administrative level). The study concluded with several recommendations, including the necessity of creating a flexible work environment that fosters a sense of cooperation and achievement; the importance of proper monitoring and immediate resolution of existing conflicts by those in charge, rather than postponing them, to reduce their intensity; and the need to consider the prevailing organizational culture within the institution to improve the quality of work life by providing material and moral incentives.