Nepotism, cronyism and favoritism are unprofessional practices giving preferential treatment to relatives and friends in employment. For this study a survey was carried out with 576 respondents working in the banking industry in northern Cyprus. An analysis was then conducted to assess the impact of these practices on job stress, job satisfaction, and intention to quit behavior of employees, as well as word of mouth comments in their workplaces. Results of this study show that nepotism, favoritism and cronyism create job stress in the workplace and this increases dissatisfaction of the staff about their organizations.
Nepotism has the greatest negative effect on job stress. Estimated H-index: 11 (Harvard University) Prior to the establishment of the first formal courses in service management in the early 1970s, little research had been carried out to examine the properties of service activities that distinguished them from more-extensively examined activities of manufacturing organizations. While the traditional techniques of manufacturing management were invaluable to service managers, it was quickly discovered that service managers had to contend with a set of problems that the traditional tools could not. Estimated H-index: 10 (PolyU: Hong Kong Polytechnic University) Purpose – The purpose of this study is to investigate the potential effects of nepotism on human resource management (HRM) practices through the use of Turkish Cypriot hotel employees in three, four, and five star accommodation establishments in Northern Cyprus.Design/methodology/approach – Questionnaires were distributed to full time hotel employees in three, four, and five star hotels in Northern Cyprus. Of the 500 distributed, 257 usable questionnaires were retrieved.
What's So Bad About Nepotism? Your Thoughts. A study examining the extent to which American fathers give their children a leg up in the job. Nepotism is a nasty discrimination practice from.
A judgmental sampling ap. Estimated H-index: 38 As in other social exchanges, cultural norms and values are likely to influence customers’ perceptions of fairness and satisfaction with the service recovery process. This study contrasts the impact of two recovery attributes (compensation and explanation) on customers’ postrecovery perceptions in a cross-cultural context (East-Asia versus United States). The results from this experimental study indicate that compensation seems to drive customers’ fairness perceptions, in particular with America. Estimated H-index: 1 (METU: Middle East Technical University) Policing in a democratic, free society is one of the essential arguments in the literature.
However, the data collected from the police chiefs (N = 306) show that nepotism and favouritism, enforced mostly by politicians, are the main problems in police organization in Turkey. That means that legality is ignored by the governing political parties at the expense of democratization of policing. Consequently, law enforcement and maintaining social order within the principles of democracy are problem. Estimated H-index: 1 (University of Nottingham) Financial service providers have long placed considerable faith in positive word of mouth communication as a means of attracting new customers and a variety of studies of customer choice of bank highlight the significance of personal recommendation. Given that financial services tend to be characterised by a predominance of experience and credence qualities, word of mouth communication is particularly valuable, providing the potential consumer with vicarious experience of the service under consi. Estimated H-index: 13 (AU: Auburn University) Examines the applicability of alternative measures of service quality in the developing economy of India and assesses related issues in that context. Based on data gathered from customers of two major banks, overall results support a multidimensional construct of service quality and suggest that the SERVQUAL scale provides greater diagnostic information than the SERVPERF scale.
However, the five‐factor conceptualization of SERVQUAL does not seem to be totally applicable, and no significant diffe. Estimated H-index: 1 (Grambling State University) This empirical study identifies, examines, and compares the perceptions of HRMs in selected organizations in one developed country (the USA) and one less‐developed country (Jordan) toward arguments supporting nepotism.
It also identifies, examines, and compares the perceptions of these HRMs toward arguments against nepotism in these two countries. The results of this study indicate that few HRMs in each country have agreed with arguments supporting nepotism. In contrast, many of these HRMs have. Estimated H-index: 33 (GSU: Georgia State University) The authors examine the attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work/nonwork conflict on customer-contact employees’ job performance, job and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/nonwork conflict overall as well as two areas of interesting variation across. Estimated H-index: 42 (U of M: University of Memphis) The authors develop and test a model of service employee management that examines constructs simultaneously across three interfaces of the service delivery process: manager-employee, employee-role, and employee-customer.
![Nepotism, Favoritism And Cronyism: A Study Of Their Effects On Job Stress And Job Nepotism, Favoritism And Cronyism: A Study Of Their Effects On Job Stress And Job](/uploads/1/2/5/6/125661147/397151862.png)
The authors examine the attitudinal and behavioral responses of customer-contact employees that can influence customers’ perceptions of service quality, the relationships among these responses, and three formal managerial control mechanisms (empowerment, behavior-based employee. Estimated H-index: 34 (Cardiff University) At present banks and building societies cross‐subsidize certain types of accounts, namely student accounts, from profits made in other areas of their business. The banks and building societies offer free or subsidized banking in an attempt to attract and retain new business from people who may have higher earning capacity in the future.
Most banks in the UK offer a free £400 overdraft and lower interest rates/charges on loans (7 per cent against 18.9 per cent) services and overdrafts over this l. Estimated H-index: 1 (EMU: Eastern Mediterranean University), The multilevel investigation examines the impacts of favouritism on non-beneficiaries’ turnover intention by focusing on the mediating role of psychological contract violation and the moderating roles of job insecurity climate and authentic leadership in family firms. Congruent with the theories of relative deprivation, belongingness, and social identity, this paper is among the first to propose and empirically examine how and when favouritism leads to higher or lower turnover intention in famil. Estimated H-index: 2 (ESC Rennes School of Business) Research on the effects of particularistic human resource practices (i.e., favoritism and nepotism) on organizational outcomes has concentrated on direct negative attitudinal and behavioral responses.
By integrating legitimacy and social exchange theories, this paper proposes and tests the idea that legitimacy of particularistic practices might moderate their negative effects on employee attitudes at work. Through a survey of 415 employees across multiple organizational types, we show that the l. Estimated H-index: 1 (CMU: Chiang Mai University) ABSTRACTExisting research on corruption in Asian business has focused on issues of causation, manifestation and impact, but with little attention paid to how corrupt practices evolve over time. Despite two decades of empirical evidence of changing work values among Asian managers, we know little as to how, why and to what extent this affects their corollary attitudes and behaviours towards corruption. Focusing on ‘responsible’ cronyism – as indicative of pressures to adapt current crony practice. Estimated H-index: 1 (EMU: Eastern Mediterranean University) Abstract Erotic capital is the combination of aesthetic, visual, physical, social, and sexual attractiveness to other members of the society, in particular, to the opposite sex. Despite its importance in the workplace, little is known about its influence on organizational politics, including favoritism.
Drawing on elegance theory, which suggests that physical attractiveness can confer status in social settings, this article examines the way possession of erotic capital may influence managerial a. Estimated H-index: 3 (IIT: Indian School of Mines) Purpose Research investigating turnover intention among frontline employees in the Indian retail industry is scarce.
The purpose of this paper is to explore factors affecting withdrawal cognitions among front-end retail employees in India. Design/methodology/approach Semi-structured interviews were conducted to explore the factors responsible for developing turnover intentions among the front-end employees. Data were analyzed using the ground theory approach. Findings Qualitative investigation r. Estimated H-index: 19 (UR: University of Rochester) Wasta (i.e. The distribution of favours among family, friends and tribe; favouritism; nepotism) permeates numerous Middle Eastern cultures, representing a method of strengthening social ties and showing loyalty/generosity, but also representing one of the largest sources of corruption in Middle East. The current study investigated links between wasta and psychological distress in a survey of 1088 educators from Saudi Arabia.
Drawing from the self-determination theory (SDT) conceptual framework. Estimated H-index: 15 (U of C: University of Chicago) Abstract In contexts where fairness is important, people attempt to avoid the appearance of partiality. Although such efforts to avoid appearing partial can often reduce biases, we argue that, at times, such efforts can actually lead people to be biased against their friends. We theorize that people do so because they recognize that benefitting their friends may be viewed by others as partial.
This argument makes two key predictions, which we investigated in eight studies using workplace scenari. Estimated H-index: 1 (University of Sadat City) Abstract The paper identifies the critical competencies affecting Egyptian travel agents' performance while assessing the negative influence of nepotism on such competencies. To address this aim, the study uses a holistic dual approach employing a multivariate technique using Partial Least Squares Structural Equation Modelling (PLS-SEM) and a configuration method through a fuzzy-set Qualitative Comparative Analysis (fsQCA).
Based on a sample of 500 travel agents' employees, the results show that.
NepotismNepotism is the practice of hiring family members regardless of their qualifications. In some cases, a relative of a company executive may be qualified to perform the job for which she is hired. The fact that she is an executive's relative gives her an advantage over the other applicants.
But when the employee is not qualified to perform the job, then nepotism becomes counter-productive. Your executive staff begins hiring family members because they need jobs, But the family members' lack of qualifications and ability can affect your company's profitability. CronyismCronyism is the other side of nepotism. It is the act of hiring friends regardless of qualifications. One of the main problems with cronyism, which you also find in nepotism, is the feeling of entitlement that employees hired under these circumstances feel. Because they know or are related to an executive with the company, they feel they deserve raises and promotions that should be reserved for more qualified staff members. This creates conflict in the workplace and can result in losing qualified personnel.
Sexual FavorsEven if the situation is consensual, the exchange of sexual favors for career advancement is a form of discrimination and can be classified as sexual harassment. The employees who are denied promotions and raises in lieu of sexual favors being exchanged between a manager and employee can claim that they were discriminated against.
Companies should discourage inter-office relationships, and should consider a policy that makes relationships between managers and subordinates grounds for termination.