Nepotism, favoritism and cronyism as a source of conflict of interest: corruption or not?

Tytko, Anna; Smokovych, Mykhailo; Dorokhina, Yuliia; Chernezhenko, Olena; Stremenovskyi, Serhii

doi:10.34069/ai/2020.29.05.19

Cited by 10 publications

(6 citation statements)

References 5 publications

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“…One study shows that nations with high levels of corruption and a Competitive low environment among universities generally exposed more to favoritism in faculty recruitment and E-ISSN 2721-706X career advancement. If there be a high intense competitive environment among universities, Inevitably, they will adopt Meritocracy and Transparency (Tytko et al 2020).…”

Section: Resultsand Discussionmentioning

confidence: 99%

Identifying Faculty Unionization Barriers at Kabul University

Meybodi

Bordbar²,

Kazimi³

et al. 2022

JEB

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Pupose: This paper aims to unveil the faculty unionization barriers in Kabul University. To utilize its sources and opportunities effectively and efficiently, universities need a cooperated faculty members. One way that makes faculties maintain their rights and privileges legally and build an equitable system is to establish Faculty Union. The research question addressed is: why Kabul University as one of the most influential and mother University in Afghanistan, still could not formed Faculty union? Method: For data analysis, the authors use thematic analysis to investigate the research question. Result: The results of this study show that Faculty Unionization Barriers at Kabul University classify under five categories including; Political barriers, Cultural barriers, Strategic barriers, Structural barriers and Legal barriers. The researchers of this paper believes that all these five factors rovolves around one axle; lack of an strong organizational culture in Kabul University. The identified barriers could be a facilitator for Kabul university faculty members and helpful in collaboration and Intra-Organizational Integration.

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Section: Resultsand Discussionmentioning

confidence: 99%

Identifying Faculty Unionization Barriers at Kabul University

Meybodi

Bordbar²,

Kazimi³

et al. 2022

JEB

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“…One area of investigation within this field pertains to the perception of nepotism. Nepotism is characterised by favouritism shown between individuals who are relatives or close associates within an organisation (Tytko et al, 2020). This phenomenon can harm employee performance and diminish organisational commitment (Pelit et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

The impact of nepotism on employee organisational attitudes in accommodation enterprises Yunus Topsakal, Abdurrahman Dinç, Ezgi Özcan

Topsakal,

Dinç,

Özcan

2024

TMS

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This study investigates the impact of nepotism in the hotel industry on affective organisational commitment, identity, cynicism, and trust. These key factors, which are the focus of the study, will be analysed in detail to provide a sector-specific perspective. The research will mainly focus on understanding the sector-specific dynamics of each effect by concentrating on the employees' perceptions of these factors. The results of a survey conducted on 397 employees employed in 5-star hotels in Northern Cyprus found that nepotism exerts an adverse influence on employees' levels of affective organisational commitment, organisational identification, cognitive cynicism, behavioural cynicism, affective cynicism, trust in supervisors, and trust in co-workers. These implications underscore the importance for business managers to address issues related to the perception of nepotism, as doing so can significantly enhance the overall performance of their organisations. This study contributes to the existing literature by filling a knowledge gap and offering valuable insights for academics, researchers, and other stakeholders.

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“…Connected with the other side of the characteristics of workplace camaraderie, favoritism and cronyism are the practices of showing preference toward certain individuals or groups based on personal relationships rather than on their skills or qualifications (Tytko et al , 2020). First, it creates an unfair advantage for those who have personal relationships with higher-ups or decision-makers, resulting in the exclusion of qualified and deserving employees from opportunities for career advancement, promotions or recognition (Saleem et al , 2022).…”

Section: Introductionmentioning

confidence: 99%

“Concept of workplace camaraderie: developing and testing an integrated model leading to incivility”

Burhan,

Malik

2023

IJCMA

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Purpose The purpose of this study is to introduce the concept of workplace camaraderie and to investigate the mechanism through which workplace camaraderie influences incivility at the workplace. The study is explained by taking the sequential mediation of personal biases leading to cronyism and favoritism. Social identity theory is used as the underpinning theory to explain the framework adopted. Design/methodology/approach Positivism research philosophy followed by the deductive approach is followed to meet the objectives of the current study. In total, 171 employees working in public sector organizations were taken as the respondents to the study. A purposive sampling technique was used to collect the data through self-administrated questionnaires. Path model is used through Mplus to generate the results and test hypotheses. Findings The results suggested that workplace camaraderie significantly affects incivility at a workplace with the sequential mediation of personal biases leading to cronyism and favoritism. Originality/value Although several researchers have studied the link between camaraderie and other employees’ related attitudinal and behavioral outcomes, few have explored the roles of personal biases, cronyism and favoritism in the relationship to incivility. This study thus posits a novel sequential mediation mechanism, based on the social identity theory, through which camaraderie is translated into civil behavior. Moreover, this study adds value by investigating this model in the public sector, where camaraderie can come up with important consequences.

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Nepotism, favoritism and cronyism as a source of conflict of interest: corruption or not?

Cited by 10 publications

References 5 publications

Identifying Faculty Unionization Barriers at Kabul University

Identifying Faculty Unionization Barriers at Kabul University

The impact of nepotism on employee organisational attitudes in accommodation enterprises Yunus Topsakal, Abdurrahman Dinç, Ezgi Özcan

“Concept of workplace camaraderie: developing and testing an integrated model leading to incivility”

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