الفهرس 
المقدمةيوجد فقط 14 صفحة متاحة للعرض العام
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المستخلص
Institutions face great challenges and difficulties in the business environment that is characterized by continuous change, which has become an inherent feature of it, and perhaps many variable factors have painted the business environment with these features, the most important of which is the intensification of competition in many areas, the expansion of business globally, and the diversity in the quality of human resources required All things have imposed on the institutions to search for the basic elements through which they can face these challenges and stand firmly towards them, Flashk that human resources represented by employees are considered one of the most important sources of value for any organization, which has gained great importance in recent times, and this is what all modern management theories have emphasized. The twentieth century and that human resource management is one of the important elements in the success of organizations when competing, and that effective management of human resources is no longer desirable, but is the most important of competition. Therefore, diversity is a natural and common occurrence in various organizations, including Second: the study problem In light of the review of previous studies, and the findings of the pilot study, the problem of the study can be identified in the following question: Is there a significant correlation relationship between the Department of Diversity and the organizational loyalty of workers at Mansoura University? What is the type and strength of this relationship? Third: the objectives of the study The researcher seeks to achieve the following goals: 1- Determine the nature of the correlation between the diversity management and the organizational loyalty of workers at Mansoura University under study. 2- Determine the direct effects of the internal dimensions of diversity management on the organizational loyalty of the workers under study. 3- Determine the direct effects of the external dimensions of diversity management on the organizational loyalty of the employees of Mansoura University under study. 4- Determine the direct effects of the organizational dimensions of diversity management on the organizational loyalty of the employees of Mansoura University under study. Fourth: Study hypotheses: The study hypotheses were formulated as follows: 1-”There is no significant correlation between the dimensions of diversity management and the dimensions of organizational loyalty.” 2-“There is no significant effect of the dimensions of diversity management on the dimensions of organizational loyalty,” and this hypothesis derives the following sub-hypotheses: 1/2 The diversity management dimensions have no significant effect on emotional loyalty. 2/2 The diversity management dimensions have no significant effect on lifelong loyalty. 2/3 Diversity management dimensions have no significant effect on normative loyalty. 3- There are no significant differences between the employees’ opinions about the dimensions of diversity management according to demographic variables (gender, age, academic qualification, number of years of experience, status Fifth: the results of the study: 1- There is a positive moral correlation between the dimensions of diversity management as a whole and the functional loyalty of employees of the general cadre of Mansoura University under study. 2- There is a positive impact relationship for each of the diversity management dimensions on continuing loyalty, as the value of ranges between (001‚0) as the lowest value and (371‚0) as the highest value, and the organizational dimension dimension is the most influential dimension of diversity management on continuing loyalty. 3- There is a significant correlation between the dimensions of diversity management according to demographic variables (gender, age, academic qualification, years of experience, marital status), and organizational loyalty. Sixth: recommendations of the study This study provides a set of recommendations, These recommendations include the following: 1- Presenting the concept of diversity management on the scientific research arena in research centers and universities and holding more conferences, scientific symposia and workshops to discuss issues and dimensions of this topic. 2- The need to pay attention to continuously measuring the degree of organizational loyalty of workers. 3- That the management enjoy credibility, impartiality and integrity in all administrative procedures and decisions, to consolidate and enhance the concept of organizational loyalty in the work environment. 4- Reformulating the system of promotions so that objective criteria for promotion are set based on competence, seniority and merit at work and not based on employee loyalty to their superiors. 5- The necessity of the participation of workers in the decision-making processes by the managers of government institutions and the adoption of the principle of decentralization in the distribution of powers and responsibilities, which would enable them to enhance the positive feelings of the individuals working for them.