Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics

Shaheen, Sadia; Zulfiqar, Sehar; Saleem, Sharjeel; Shehazadi, Gulshan

doi:10.3389/fpsyg.2020.579560

Cited by 15 publications

(16 citation statements)

References 91 publications

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“…Negative antecedents under this theme, all of which are considered job demands such as abusive supervisors, organizational cronyism, perceived heavy workload, and red tapes, have a negative association with work engagement (Borst, 2018; Idike et al, 2020; Shaheen et al, 2020; Ugwu & Onyishi, 2020) which is in line with JD-R theory.…”

Section: Resultssupporting

confidence: 72%

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Zahari

Kaliannan

2022

Review of Public Personnel Administration

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This article systematically reviewed the body of literature concerning work engagement in public organizations, aiming to examine the antecedents of work engagement in the public sector. Web of Science and Scopus, two prominent journal databases, were utilized to identify relevant literature. Adopting the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach, a final of 48 articles were systematically analyzed as research samples. The review identified five main themes: organizational and team factors, perceived leadership, job-related experience, individual, and organizational intervention factors. Generally, most studies reviewed emphasized individual and job-design-related factors as antecedents of work engagement in the public sector. Only minimal emphasis has been placed on organizational intervention compared to the other factors. This study also found that most literature addressed a single or a few themes of work engagement antecedents instead of a comprehensive work engagement model comprising all related aspects. This systematic review ends with directions for future studies to aid future scholars.

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Section: Resultssupporting

confidence: 72%

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Zahari

Kaliannan

2022

Review of Public Personnel Administration

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“…to a great extent, determine the continuity, employability and representation of marginalised groups at different organizational levels (Bilal et al , 2020). Hence, abusing workplace relationships via cultural bias and in-out group favouritism might develop anti-meritocratic practices such as cronyism (Shaheen et al , 2020). Cronyism means exercising employment bias by granting workplace privileges to colleagues and relatives based on connections rather than merit (Shaheen et al , 2020).…”

Section: Findings and Discussionmentioning

confidence: 99%

“…Hence, abusing workplace relationships via cultural bias and in-out group favouritism might develop anti-meritocratic practices such as cronyism (Shaheen et al , 2020). Cronyism means exercising employment bias by granting workplace privileges to colleagues and relatives based on connections rather than merit (Shaheen et al , 2020). Consequently, cronyism in the workplace entails a violation of perceived justice (Hoy and Tarter, 2004).…”

Section: Findings and Discussionmentioning

confidence: 99%

Religious, contextual and media influence: determinants of the representation of female tour guides in travel agencies

Abdelgaffar

Salem

Elbaz

et al. 2023

IJCHM

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Purpose This study aims to investigate the perceptions of female tour guides’ lower and top levels of management in travel agencies about how misunderstanding Islam and its culture may engender the poor representation of women in the tour guide profession. Design/methodology/approach A qualitative research method is used, and semi-structured interviews were conducted with 32 full-time female tour guides working at several travel agencies in Egypt. Thematic analysis helped extract main ideas from the transcripts. Findings The representation of female tour guides in travel agencies is shaped by the following three determinants: religious (familial obligations and marital status), contextual (nature of tour guide activities, poor representation of women in senior tourism-related jobs, cronyism, sexual harassment and spread of foreign female tour guides) and media influence. Understanding these three factors may enable a more comprehensive representation of female tour guides. Practical implications Female tour guides could work closely with tourism policymakers in Egypt to shape the media messages about them. This might include elaborating on the main challenges faced by female tour guides. Social support from families and friends may allow female tour guides more freedom and empowerment. Originality/value This study contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the representation of females in travel agencies have been limited so far.

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“…Many studies have investigated the presence of OC at the workplace and its impacts on certain variables ( Jawahar et al, 2021 ; Shah et al, 2021 ; Shaheen, 2021 ). However, the outcomes observed in this study, i.e., OD, OCy, and CPWB, were not empirically investigated previously as per researchers’ knowledge.…”

Section: Introductionmentioning

confidence: 99%

The Outcomes of Organizational Cronyism: A Social Exchange Theory Perspective

et al. 2022

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The current research examines the possible outcomes of cronyism like organizational deviance (OD), organizational cynicism (OCy), and counterproductive work behavior and also investigates the mediating variable violation of psychological contract (VPC) among cronyism and its possible outcomes. Many studies have investigated the presence of organizational cronyism (OC) at the workplace and its impacts on certain variables. However, the outcomes observed in this study, i.e., OD, OCy, and counter-productive work behavior were not empirically investigated previously as per researchers’ knowledge. The second gap this study fills is the mediating effect of VPC between the studied variables. Thirdly, the study was conducted in Azad Jammu and Kashmir, Pakistan, which is almost the first attempt to investigate this phenomenon in Azad Jammu and Kashmir. Data were collected from the employees working under different ministries of Azad Jammu and Kashmir, Pakistan like education, forest, sports, information, local government, finance, and tourism. The data from 350 employees were collected through convenience sampling. The data collection process was conducted at two distinct time lags. Results show that OC significantly and positively relates with OD, OCy, and counter-productive work behavior, whereas VPC mediates the relationship among OC and OD, OC, and counter-productive work behavior. Employees enjoying special favors from the leadership seem to be more dedicated toward the organization than the employees who do not have this favor, and the ultimate result is negative for the organization.

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Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics

Cited by 15 publications

References 91 publications

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Antecedents of Work Engagement in the Public Sector: A Systematic Literature Review

Religious, contextual and media influence: determinants of the representation of female tour guides in travel agencies

The Outcomes of Organizational Cronyism: A Social Exchange Theory Perspective

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