This study aimed to reveal the relationship between grievance management and in Containing of Worker's Tension Cases at the University of Kirkuk and its formations. It depends on grievance management as independent variable And expressing it with its dimensions ( good listening to complaints, ability to deal with differing opinions of workers, indicating negative points of excitement among workers and establishing serious treatments for the suffering and complaints of workers) and containing tension cases for workers represented by the indicators required to be contained (work pressure, low sense of responsibility, poor harmony with workers, the rule of pointless routine and low levels of financial support), in an attempt to address a research problem that is grievance management the most appropriate alternative to contain the tension cases of workers at the level of the researched organization? To achieve that, the study adopted a hypothetical diagram that reflects the nature of its hypotheses, which expressed the availability of the study’s variables and the relationship of correlation and impact between them at the partial and total level. To test these hypotheses, the study adopted the descriptive analytical approach in its procedures. The questionnaire form was used to collect data related to the applied side for the purpose of measuring the study variables that were covered through (45) phrases included in the form, which were distributed to a sample consisted of (128) respondents from the senior and middle administrative leaders of the researched organization, and the data collected was analyzed using the statistical program (SPSS version26).The study reached a set of conclusions that confirmed the existence of a positive significant correlation relationship between the grievance management variable and its sub-dimensions and the variable containing cases of tension among workers and its sub-indicators, as well as the existence of a relationship of moral effect to the dimensions of grievance management in containing cases of tension workers and its sub-indicators.The study concluded with a number of recommendations, the most important of them: the trend towards studying and applying the concept of grievance management in the correct manner in order to improve human resources, in addition to the researcher’s presentation of a set of proposals related to future studies.