CORRELATION OF NEPOTIZM WITH ORGANIZATIONAL COMMINTMENT AND A CASE STUDY

Yıl 2014, , 123 - 148, 01.06.2014

Atila Karahan Hüseyin Yılmaz

https://doi.org/10.30976/susead.302221

Cited By: 9

Öz

In this study, nepotism and effecting their organizational commitment were
examined. The perception of nepotism was taken under consideration through three
dimensions as nepotism among recruitment phase, nepotism among promoting phase and
functional nepotism. Additionally, the organizational commitment of employees was
examined through three dimensions under the headlines of affective commitment,
continuance commitment and normative commitment.
In accordance with the aim of the study, questionnaire methods were used for
testing the relationship between organizational affiliation and nepotism. For this aim, a
public survey is performed on 272 health staff that has different position in Afyon
Kocatepe University Hospital. As a result of correlation analysis of public survey results, it
is found that there is a significant relation between nepotism and organizational
commitment, and l nepotism effects the organizational commitment of staff in negative
way. All those negatives result cause enormous amount of financial and psychological
harm not only for individuals but also for organizations and communities
The level of recruitment of an individual nepotism, promotion, the provision of
more suitable working conditions and your own knowledge, talent, skill, level of education
and experience in the field of kinship ties regardless of the progress of the work and provide
favors due to is defined as. Favoritism, some people brought to justice policy unfairly
advantageous situation damage caused. A person does not have the qualifications required
for the work, in any case, that person is placed in a position, through the different links in
the service may not be so qualified. For this reason, nepotism affects the public interest at
the same time, negative.
The concept of favoritism, nepotism and from time to time with the concept of
Turkish in the sense that it is used. However, the concept of favoritism, nepotism comes
with more extensive and also different types of content. Among these are included within
the definition of relatives here for the celebrity pro-am nepotism, peer-friendly, friend,
countryman, being at the same school, same as similarities to the same political views,
being backgrounds based on the forms of favoritism. In the literature, familiar,
peer-nepotism for more kronizm the term; with the political and religious patronage for the
term; rise to power and the term is used in the klientelizm for favoritism towards voter
segments.
In General, the nepotism referred to as negative in the feminine. But there is also
the positive aspects. In addition to the many negative effects of the above mentioned here
for the celebrity pro-am, although there are positive effects that research found that too.
Here for the celebrity pro-am, in particular, the positive effects on family members. For
Example; many enterprise employees are not willing enough to their jobs when the family
members own businesses of selfless and to other employees more and more sacrifices. Does
anyone know the status and strategy of the organization good family business the lines of
professional executives are likely to be transferred to other businesses all the time.
However, such a situation for which an administrator with family members is not valid. The
common culture, understanding and sharing the same organization and value judgments
people from advantageous positions in the family due to that organization at the parent
level, the appointment of administrators to a family member (nepotism) is considered as an advantage.
The concept of organizational commitment, loyalty and a sense of themselves as
employees in the organization is based on the task the Organization properties In this
context, the organization is an emotional reaction to being exposed by the Fed against
fidelity employees The organizational commitment of employees to participate in work,
loyalty, faith, values and norms of the organization and feelings, including the
psychological sense also includes the commitment to. Increased global competition, a
dizzying speed in order to survive in today's organizations, reducing the administrative
steps, the organization makes a lean structure. The techniques of modern management and
quality improvement organizations again and that staff continue to work in the organization
aims to highlight the capabilities of creativity. All of these developments are set goals,
values, and principles of, in line with all the power of their employees commit to provide
employees and the Organization must develop a tight bond in terms of organizational
commitment between.
Increased global competition, a dizzying speed in order to survive in today's
organizations, reducing the administrative steps, the organization makes a lean structure.
The techniques of modern management and quality improvement organizations again
and that staff continue to work in the organization aims to highlight the capabilities of
creativity. All of these developments are set goals, values, and principles of, in line with all
the power of their employees commit to provide employees and the Organization must
develop a tight bond in terms of organizational commitment between.
Nepotism in companies, typically business rules. Many in the company;
personnel selection and valuation of the variables without the ability, skill and experience
one of the key positions within the Organization, nepotism not at the look. In this case, a
lot of employees in enterprises for disturbing. Just not under these conditions the resulting
lack of confidence, employee stress. This is job satisfaction, motivation and organizational
commitment affect in a negative way.
At the macro level of stress factors taken into consideration, nepotism is seen in
the parallels with. A case of favoritism, and that creates the logic here for the celebrity
pro-am resulting from unfair that well-connected people in favor of the inequalities in
wages, success, recruitment, promotion and all other operations, nepotism, creates an
unbalanced and unfair business climate employees stress. With this information, it could be
argued that his stress on employees here for the celebrity pro-am. Nepotism and job stress
on relationships between many researchers who also led to an increase in business here for
the celebrity pro-am suggested that do. Depending on the reasons mentioned above, under
intense stress at work, and at the same time, promotion, advancement and wage issues,
depending on organizational commitment of employees who have been injustice to them
adversely influenced by the levels of liability in the long term can remain up against big
businesses.

Anahtar Kelimeler

Nepotism, Organization Commitment, Affective Commitment, Continuance Commitment, Normative Commitment

NEPOTİZM VE ÖRĞÜTSEL BAĞLILIK ARASINDAKİ İLİŞKİNİN İNCELENMESİ VE BİR UYGULAMA

Öz

Bu çalışmada çalışanların nepotizm algısının, üyesi oldukları örgüte olan bağlılıkları üzerine etkisi incelenmiştir. İş görenlerdeki nepotizm algısı; terfide kayırmacılık, işe alma sürecinde kayırmacılık ve işlem kayırmacılığı olmak üzere üç boyutta ele alınmıştır. Ayrıca Çalışanların işletmeye olan bağlılıkları da duygusal bağlılık, devam bağlılığı ve normatif bağlılık olmak üzere üç farklı boyutta incelenmiştir. Bu çalışmada anket tekniği kullanılarak, nepotizm ve örgütsel bağlılık arasında anlamlı bir ilişki olup olmadığı test edilmeye çalışılmıştır. Bu amaçla; Afyon Kocatepe Üniversitesi Hastanesinde farklı unvanlara sahip toplam 272 sağlık çalışanı üzerinde anket çalışması yapılmıştır. Anket sonuçları üzerinde yapılan korelasyon analizi sonucunda nepotizm ile örgütsel bağlılık arasında anlamlı ilişkiler olduğu nepotizmin çalışanların örgütsel bağlılığını olumsuz etkilediğine dair bulgular elde edilmiştir. Bütün bu bulgular, nepotizm’in sadece çalışanlar üzerinde olumsuz psikolojik ve ekonomik sonuçlara değil aynı zamanda işletmelere ve topluma da olumsuz etkileri olduğunu destekler niteliktedir.

Anahtar Kelimeler

Nepotizm, Örgütsel bağlılık, Duygusal Bağlılık, Devam bağlılığı, Normatif Bağlılık