The Effects of Nepotism, Cronyism and Political Favoritism on the Doctors Working in Public Hospitals

Karaköse, Turgut

doi:10.1080/09735070.2014.11917640

Cited by 19 publications

(23 citation statements)

References 9 publications

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“…In addition, lobbying powerful political intermediaries could be used by health workers to reverse a decision they deemed unfavourable [37]. Karakose's study in Turkey interviewed doctors on their views on favouritism and reported that unfairness in appointing managers based on their political and ideological views was common [38]. La Forgia et al's qualitative study on the Dominican Republic stated that patronage was a key factor in the appointment and deployment of health staff, with recommendations from politicians, political parties, military officials and top governmental officials influencing decisions [39].…”

Section: Patronage and Clientelismmentioning

confidence: 99%

“…This sometimes resulted in the recruitment of persons who displayed signs of incompetency. Karakose's enquiry into Turkish doctors' views on favouritism reported that prioritising friendship relationships in decisionmaking was a common practice potentially resulting in perceptions of unfairness and concomitant dissatisfaction of health workers [38]. Similarly, in Uganda, Carmago reported that personal connections were an important factor in the recruitment and promotion of health staff and that promotion was dependent on continued demonstration of loyalty to the appointing patron by participating in other corrupt acts such as demanding informal payments (bribery) and embezzlement [43].…”

Section: Nepotism and Cronyismmentioning

confidence: 99%

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Promoting anti-corruption, transparency and accountability in the recruitment and promotion of health workers to safeguard health outcomes

Kirya

2020

Global Health Action

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Background: Human Resources for Health are a core building block of a health system, playing a crucial role in improving health outcomes. While the existing literature has examined various forms of corruption that affect the health sector, few articles have examined the role and impact of corruption in the recruitment and promotion of health-workers.Objectives: This study reviews the role of corrupt practices such as nepotism, bribery and sextortion in health-worker recruitment and promotion and their implications for health systems.Methods: The study is based on an interdisciplinary non-systematic review of peer-reviewed journal articles in the public health/medicine and political science literature, complemented with the 'grey' literature such as technical reports and working papers. Results: Political and personal ties, rather than merit are often factors in the recruitment and promotion of health-workers in many countries. This results in the employment or promotion of poorly qualified or unsuitable workers, with negative implications for health outcomes. Conclusion: Corrupt practices in health-worker recruitment and promotion 'set the tone' for other forms of corruption such as absenteeism, embezzlement, theft and bid-rigging to flourish, as those recruited corruptly can collude for nefarious purposes. On the other hand, merit-based recruitment is important for curbing corruption. Corrupt recruitment practices have deleterious effects on health-worker motivation and retention, quality and competency, citizens' trust in health services and health outcomes. Whereas international law and policy such as the United Nations Convention Against Corruption and the WHO Handbook on Monitoring and Evaluation of Human Resources for Health state that recruitment of public officers and health workers respectively should be done in a transparent and accountable manner, more research is needed to inform policies on merit-based recruitment. ARTICLE HISTORY

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Section: Patronage and Clientelismmentioning

confidence: 99%

Section: Nepotism and Cronyismmentioning

confidence: 99%

Promoting anti-corruption, transparency and accountability in the recruitment and promotion of health workers to safeguard health outcomes

Kirya

2020

Global Health Action

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“…According to Gjinovci (2016), nepotism refers to hiring relations irrespective of their abilities and eventually lead to detrimental consequences for both the organization and the economy. Moreover, when an individual is favored in the organization due to family associations rather than based on his or her capabilities lead to low individual performance and team spirit (Karakose, 2014). In addition, nepotism signifies a threat to the position of the organization due to the nepotistic selection of personnel irrespective of who has been more capable amongst the candidates lead to creating perilous influence on the performance of job (Singh & Twalo, 2014).…”

Section: Nepotism Employee Performance and Hrm Practicesmentioning

confidence: 99%

“…The primary problem during execution of HRM is the factor of organization politics i.e., favoritism & nepotism lead to affect the whole process of implementation of HR practices such as recruitment & promotions as well as employee performance, satisfaction & commitment in the public sector of Pakistan (Aslam, Arfeen, Mohti, & Rahman, 2015;Bilal, Rafi, & Khalid, 2017;Muqadas, Rehman, & Aslam, 2017). Karakose (2014) emphasized that unfairness in appointing individuals based on favoritism from the political aspect of the organization ultimately affect the sense of fairness among employees. Favoritism and nepotism lead to creating a political environment within the organization to hold down competition for the higher positions and hinder the career progress of high performers can affect the employee and organizational performance adversely (Safina, 2015).…”

Section: Introductionmentioning

confidence: 99%

Impact of Organization Politics on Human Resource Management Practices and Employee Performance

Yasmeen

Bibi

Raza³

2019

SJOM

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Purpose- The purpose of this study was to investigate the impact of nepotism & favoritism as a form of organization politics on HRM practices and employee performance. Design/Methodology- Explanatory research design was employed to determine the effect of nepotism & favoritism on HRM practices and employee performance. Primary data collection method was used among employees working in different public-sector hospitals based on their accessibility. For this study, the sample of 150 employees was used. The adapted questionnaire was used for data collection. Data were analyzed using SPSS. Findings- The correlation analysis revealed a significant relationship between favoritism, employee performance & HRM practices whereas nepotism has a significant association with employee performance but the insignificant relationship with HRM practices. The outcomes of the study unveiled a significantly negative effect of nepotism on employee performance & HRM practices while favoritism has a significantly positive effect on employee performance & HRM practices. Practical Implications- The study outcomes might help public sector hospitals HR department to incorporate some changes regarding their policies to prevent the nepotistic & favoritism practices which can lead to creating a politics in the organization in which everyone works to fulfill his or her self- interest without focusing towards organizational goals achievement.

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“…5-Study by Karakose (2014) ISSN 1948-5433 2016 using Semi structured interviews with the participants. The results showed that favoritism from the point of view of the participants pertains to unethical behaviors.…”

Section: -Study Bymentioning

confidence: 99%

Economic Effects of Using Nepotism and Cronyism in the Employment Process in the Public Sector Institutions

AL-shawawreh¹

2016

RAE

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This study aims to discern the role of nepotism and cronyism in the weakening of economic performance of the government institutions through exposure to this practice in the three Arab Countries; Iraq, Saudi Arabia, and Jordan, The study relied on the analysis of what was stated in the related literature which illustrate the effect of using nepotism and Cronyism in the employment process in a governmental position, to result in a slowdown and stumbled in the delivery of government services to citizens. After analyzing how the practice of nepotism and cronyism in the three countries, the study found the following results: Nepotism and cronyism are practiced not only in developing countries, but also in advanced countries.  Using nepotism and cronyism in employment process is unethical behavior.  The use of nepotism and cronyism in the public sector is much more than private sector.  Nepotism and cronyism can be considered as a part of the national culture in Arab countries.  Nepotism and cronyism have negative economic repercussions, both at the level of the national economy, or the per capita income level. Because the salaries paid to staff recruited through them considered as a burden on the state treasury. Also, the large number of times to visit the citizen government department, to get the same service, lead to the loss of his income as a transition expenses.  Nepotism and cronyism are from reasons of administrative corruption in the studied countries.

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The Effects of Nepotism, Cronyism and Political Favoritism on the Doctors Working in Public Hospitals

Cited by 19 publications

References 9 publications

Promoting anti-corruption, transparency and accountability in the recruitment and promotion of health workers to safeguard health outcomes

Promoting anti-corruption, transparency and accountability in the recruitment and promotion of health workers to safeguard health outcomes

Impact of Organization Politics on Human Resource Management Practices and Employee Performance

Economic Effects of Using Nepotism and Cronyism in the Employment Process in the Public Sector Institutions

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