‫علاقة‬‫مشكلة‬ ‫دوران‬ ‫الموظفين‬ ‫بالاستقرار‬ ‫الوظيفي‬

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2026-06-19

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‫هتدؼ‬‫ىذه‬ ‫الدراسة‬ ‫إذل‬ ‫الكشف‬ ‫عن‬ ‫طبيعة‬ ‫العالقة‬ ‫بُت‬ ‫دوراف‬ ‫ادلوظفُت‬ ‫واالستقرار‬ ‫الوظيفي‬ ‫لدى‬ ‫العاملُت‬ ‫بدار‬‫الشباب‬ ‫أمحد‬ ‫حاكمي‬ ‫بوالية‬ ‫األغواط‪،‬‬ ‫ابعتبار‬ ‫أف‬ ‫استقرار‬ ‫ادلوارد‬ ‫البشرية‬ ‫ؽلثل‬ ‫أحد‬ ‫الشروط‬ ‫األساسية‬ ‫لضماف‬ ‫فعالية‬‫األداء‬ ‫واستمرارية‬ ‫اخلدمات‬ ‫داخل‬ ‫ادلؤسسات‬ ‫الشبانية‬ ‫والرايضية‪.‬‬ ‫وقد‬ ‫انطلقت‬ ‫الدراسة‬ ‫من‬ ‫إشكالية‬ ‫رئيسية‬ ‫مفادىا‪:‬‬‫ما‬ ‫طبيعة‬ ‫العالقة‬ ‫ب‬ ‫ُت‬ ‫دوراف‬ ‫ادلوظفُت‬ ‫واالستقرار‬ ‫الوظيفي‬ ‫لدى‬ ‫العاملُت‬ ‫بدار‬ ‫الشباب‬ ‫أمحد‬ ‫حاكمي؟‬ ‫وتفرعت‬ ‫عنها‬‫تساؤالت‬ ‫مرتبطة‬ ‫دبستوى‬ ‫مؤشرات‬ ‫الدوراف‪،‬‬ ‫ومستوى‬ ‫االستقرار‬ ‫الوظيفي‪،‬‬ ‫ودور‬ ‫ظروؼ‬ ‫العمل‪،‬‬ ‫والعالقات‬ ‫ادلهنية‪،‬‬‫والتحفيز‪،‬‬ ‫وفرص‬ ‫الًتقية‬ ‫يف‬ ‫تفسَت‬ ‫رغبة‬ ‫ادلوظف‬ ‫يف‬ ‫البقاء‬ ‫أو‬ ‫تغيَت‬ ‫ادلنصب‪.‬‬ ‫اعتمدت‬‫الدراسة‬ ‫على‬ ‫ادلنهج‬ ‫الوصفي‬ ‫التحليلي‬ ‫ذي‬ ‫الطابع‬ ‫االرتباطي‪،‬‬ ‫دلالءمتو‬ ‫لطبيعة‬ ‫ادلوضوع‪،‬‬ ‫ولقدرتو‬ ‫على‬‫وصف‬ ‫اذباىات‬ ‫أفراد‬ ‫العينة‬ ‫وربليل‬ ‫العالقة‬ ‫بُت‬ ‫ادلتغَتين‪.‬‬ ‫وسبثلت‬ ‫عينة‬ ‫الدراسة‬ ‫يف‬ ‫ثالثُت‬ ‫موظفاً‪/‬عامالً‬ ‫بدار‬ ‫الشباب‬‫أمحد‬ ‫حاكمي‪،‬‬ ‫مع‬ ‫االعتماد‬ ‫على‬ ‫استبياف‬ ‫ميداين‬ ‫ك‬ ‫أداة‬‫جلمع‬ ‫البياانت‪.‬‬ ‫وتضمن‬ ‫االستبياف‬ ‫بياانت‬ ‫شخصية‬ ‫ومهنية‪،‬‬‫إضافة‬ ‫إذل‬ ‫مخسة‬ ‫زلاور‬ ‫رئيسية‬ ‫ىي‪:‬‬ ‫مؤشرات‬ ‫دوراف‬ ‫ادلوظفُت‪،‬‬ ‫ظروؼ‬ ‫العمل‬ ‫والتنظيم‬ ‫اإلداري‪،‬‬ ‫العالقات‬ ‫ادلهنية‬‫وادلناخ‬ ‫االجتماعي‬ ‫داخل‬ ‫العمل‪،‬‬ ‫التحفيز‬ ‫والًتقية‬ ‫والرضا‬ ‫الوظيفي‪،‬‬ ‫مث‬ ‫االستقرار‬ ‫الوظيفي‬ ‫واالنتماء‬ ‫للمؤ‬ ‫سسة‪.‬‬ ‫وتكتسي‬‫ىذه‬ ‫الدراسة‬ ‫أعلية‬ ‫علمية‬ ‫وميدانية‪،‬‬ ‫ألهنا‬ ‫تعاجل‬ ‫موضوعاً‬ ‫يقع‬ ‫عند‬ ‫تقاطع‬ ‫إدارة‬ ‫ادلوارد‬ ‫البشرية‬ ‫وعلم‬ ‫االجتماع‬‫التنظيمي‬ ‫وتسيَت‬ ‫ادلؤسسات‬ ‫الشبانية‬ ‫والرايضية‪.‬‬ ‫كما‬ ‫تسعى‬ ‫إذل‬ ‫تقدمي‬ ‫قراءة‬ ‫واقعية‬ ‫للعوامل‬ ‫اليت‬ ‫قد‬ ‫تدفع‬ ‫ادلوظفُت‬‫إذل‬ ‫التفكَت‬ ‫يف‬ ‫تغيَت‬ ‫ادلنصب‬ ‫أو‬ ‫ضع‬ ‫ف‬‫االندماج‬ ‫داخل‬ ‫ادلؤسسة‪،‬‬ ‫ويف‬ ‫ادلقابل‬ ‫إبراز‬ ‫العوامل‬ ‫اليت‬ ‫ؽلكن‬ ‫أف‬ ‫تعزز‬ ‫األمن‬‫ادلهٍت‪،‬‬ ‫واالنتماء‪،‬‬ ‫والرضا‪،‬‬ ‫والرغبة‬ ‫يف‬ ‫االستمرار‪.‬‬ ‫ومن‬ ‫ادلنتظر‬ ‫أف‬ ‫تسهم‬ ‫نتائج‬ ‫ىذه‬ ‫الدراسة‬ ‫يف‬ ‫مساعدة‬ ‫مسؤورل‬ ‫ادلؤسسة‬‫على‬ ‫ربسُت‬ ‫ظروؼ‬ ‫العمل‬ ‫واالتصاؿ‬ ‫الداخلي‬ ‫والتحفيز‪،‬‬ ‫دبا‬ ‫يدعم‬ ‫االستقرار‬ ‫ال‬ ‫وظيفي‬‫وػلد‬ ‫من‬ ‫مظاىر‬ ‫الدوراف‪.‬‬

Description

This study aims to uncover the nature of the relationship between employee turnover and job stability among workers at the "Ahmed Hakimi" Youth Center in the Laghouat Province, considering that the stability of human resources represents a fundamental prerequisite for ensuring performance effectiveness and service continuity within youth and sports institutions. The study addresses a core problem: What is the nature of the relationship between employee turnover and job stability among workers at the Ahmed Hakimi Youth Center? From this central question, several sub-questions emerge regarding the level of turnover indicators, the level of job stability, and the roles of working conditions, professional relationships, motivation, and promotion opportunities in explaining an employee's desire to either remain in their position or change it. The study adopted a descriptive-analytical correlational approach, given its suitability to the nature of the topic and its capacity to describe the attitudes of the sample members and analyze the relationship between the two variables. The study sample consisted of thirty (30) employees/workers at the Ahmed Hakimi Youth Center, utilizing a field questionnaire as the primary data collection tool. The questionnaire included personal and professional demographic data, in addition to five main axes: employee turnover indicators, working conditions and administrative organization, professional relationships and the social climate within the workplace, motivation, promotion and job satisfaction, and finally, job stability and organizational belonging. The significance of this study lies in both its scientific and practical value, as it addresses a topic situated at the intersection of human resource management, organizational sociology, and the management of youth and sports institutions. It also seeks to provide a realistic reading of the factors that may drive employees to consider changing their positions or suffer from poor integration within the institution. Conversely, it highlights the factors that can enhance job security, belonging, satisfaction, and the desire to continue. The results of this study are expected to contribute to helping the institution's officials improve working conditions, internal communication, and motivation, thereby supporting job stability and reducing turnover rates.

Keywords

Employee Turnover, Job Stability, Job Satisfaction, Organizational Climate, Youth Center, Motivation, Organizational Belonging., ‫دوراف‬ ‫ادلوظفُت؛‬ ‫االستقرار‬ ‫الوظيفي؛‬ ‫الرضا‬ ‫الوظيفي؛‬ ‫ادلناخ‬ ‫التنظيمي؛‬ ‫دار‬ ‫الشباب؛‬ ‫التحفيز؛‬ ‫االنتماء‬‫للمؤسسة‪.‬‬

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https://dspace.lagh-univ.dz/handle/123456789/14717

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