Personnel psychology and nepotism: Should we support anti-nepotism policies?

Jones, Robert G.; Stout, Tracy; Harder, Bridgette; Levine, Edward A.; Levine, Jonathan M.; Sánchez, Juan I.

doi:10.1037/e579062011-003

Cited by 13 publications

(17 citation statements)

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“…To avoid these problems and more (Muchinsky, 2012), organizations use sweeping antinepotism policies (Jones et al, 2008) that prohibit the hiring of close kin. Such policies are, by definition, policing—that is, the use of coercion (through penalties such as the loss of one's job) in an attempt to reduce or eliminate targeted behaviors.…”

Section: Managing a Social Dilemmamentioning

confidence: 99%

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Jones

Stout

2015

Ind. Organ. Psychol.

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Antinepotism policies are common in work organizations. Although cronyism appears to be commonplace as well, official policing of cronyism is less common. We argue that social connections in some crony relationships and apparently nepotic ones may add considerable value to organizations. We also argue that policing of nepotic relationships can be a form of unfair discrimination when the perception of inequity, rather than its reality, is being policed. Finally we consider effective approaches that simultaneously preserve the value of social connection, avoid the actual ethical breaches associated with some social connections, and avoid any unfair discrimination on the basis of group memberships (in this case, family and friends).

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Section: Managing a Social Dilemmamentioning

confidence: 99%

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Jones

Stout

2015

Ind. Organ. Psychol.

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“…However, as mentioned earlier, there are also some studies (such as Wong and Kleiner (1994), Abdalla et al (1998), Molofsky (1998), Nelton (1998), Vinton (1998), Ciulla (2005), Ozler at al (2007), Jones et al (2008), Jaskiewicz et al, (2013)) which reports certain potential benefits or positive sides of nepotism, in particular, even though all the studies confirm that these benefits almost always outweighed by its negative sides. Some scholars suggested that working along with the family members could create a friendly environment in the work place and increase productivity by creating a family-like environment.…”

Section: Literature Reviewmentioning

confidence: 92%

“…Some scholars suggested that working along with the family members could create a friendly environment in the work place and increase productivity by creating a family-like environment. They could also support each other and contribute each other's professional development (Jones et al, 2008). Ozler at al.…”

Section: Literature Reviewmentioning

confidence: 99%

Analysis of Relationship Between Favoritism and Officer Motivation: Evidence From Turkish Police Force

Tekiner¹,

Aydin²

2016

ISJSS

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This study analyzes the impact of favoritism on motivation of workers, using a sample seleceted from the police officers and chiefs (commissairs) of Turkish National Police Force. Motivation is found to be one of the most important factors of success at workplace. It is well established that any type of favoritism including nepotism would reduce the motivation of the workforce.The negative impacts of favoritism include; alienation of employees towards their institution, lack of promotion opportunities for others, lack of motivation and inefficiency due to the selection of less capable candidates for the job or position. According to literature, on the other hand, favoritism could sometimes have a positive impact on family-owned companies. As part of the study, a survey with Likert scale was conducted on 130 police officers and police chiefs in the city of Adana, Turkey. The study tests if there is a signifcant difference among police officers and chiefs in terms of their perception on favoritism with respect to their gender, age, position and length of service.

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“…This situation moves the concept of cronyism away from the idea of "long-term friendship and good fellowship", which was the first derived meaning of the word, and reflects the view that a "long-term" relationship may not be necessary in order to see cronyism . Cronyism is also known as a method that targets unethical and prejudiced employment practices and certain groups with different cultural backgrounds (Jones et al, 2008).…”

Section: İşletme Araştırmaları Dergisimentioning

confidence: 99%

A Study About The Role of Cronyism Perceptions of Tourism Employees upon Their Career Plateu

Aksakal¹,

Ulucan²

2021

isarder

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This study was conducted tries to reveal if cronyism is a problem in tourism sector just like in others, or not. For this reason, the main purpose of this study is to measure the tourism employees' cronyism perceptions and their career plateau experience arising from cronyism.Design/methodology/approach -This study was conducted with qualitative research methods and designed with exploratory research pattern. Interviews were made with 23 employees who work in different tourism enterprises. During the interviews, eight questions were asked to the participants and the answers were analyzed by content analysis.Findings -As a result, it was revealed that tourism employees were aware of cronyism in their companies, and cronyism mostly showed itself in promotion, salary increase and workload distribution. Because of the cronyism seen in promotions, employees emphasized that they began to feel distrust and did not see a future for themselves in their companies. This result shows that the cronyism experienced in tourism enterprises also causes the employees to experience a career plateau.In addition to all these results, this research is also important in that it is the first study in the literature to establish a direct relationship between cronyism and career plateau in the tourism sector.Discussion -Regardless of the sector, employees think that when they are faced with cronyism, they cannot be promoted and plan their careers as they are just because of cronyism. All of this result with cynical behaviors and being alienated to the companies and the sector itself.

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Personnel psychology and nepotism: Should we support anti-nepotism policies?

Cited by 13 publications

References 0 publications

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Analysis of Relationship Between Favoritism and Officer Motivation: Evidence From Turkish Police Force

A Study About The Role of Cronyism Perceptions of Tourism Employees upon Their Career Plateu

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