IDEAS home Printed from https://ideas.repec.org/a/bcp/journl/v6y2022i9p307-313.html
   My bibliography  Save this article

Nepotistic Practices in the Private Sector

Author

Listed:
  • Sheryl A. Nicolas

    (Bachelor of Science in Business Administration, Major in Human Resource Management, Quezon City Branch, Polytechnic University of the Philippines)

  • Katerina S. Abaño

    (Bachelor of Science in Business Administration, Major in Human Resource Management, Quezon City Branch, Polytechnic University of the Philippines)

  • John Dave R. Abelado

    (Bachelor of Science in Business Administration, Major in Human Resource Management, Quezon City Branch, Polytechnic University of the Philippines)

  • Denzel Jhon E. Frany

    (Bachelor of Science in Business Administration, Major in Human Resource Management, Quezon City Branch, Polytechnic University of the Philippines)

  • Jheena Jamaica J. Villeges

    (Bachelor of Science in Business Administration, Major in Human Resource Management, Quezon City Branch, Polytechnic University of the Philippines)

  • Sheryl R. Morales

    (Research Management Office, Polytechnic University of the Philippines – Quezon City Branch (Thesis Adviser))

Abstract

There is a prevalence of nepotism in all organizations. Numerous studies have attempted to examine nepotism, but very few have focused on the Philippine context. Through the perspectives of private-sector employees, this qualitative study explored workplace nepotism. Literature and participants’ data indicate that nepotism has significant negative effects on an organization. Low morale promotes workplace discontent, stress, and demotivation. Inefficiency costs the company money. Employees and management may experience communication and leadership difficulties due to nepotism. Although not illegal, it can cost a business money if it leads to discrimination and an unpleasant workplace. It is unethical because it favors relatives or close acquaintances. It disregards merit, competency, and skill. In private companies, nepotism maintains the business in the family, but it must be used with prudence. As it has negative implications, it is not a smart strategy for the survival, development, or expansion of a business. The family should be approached with discretion.

Suggested Citation

  • Sheryl A. Nicolas & Katerina S. Abaño & John Dave R. Abelado & Denzel Jhon E. Frany & Jheena Jamaica J. Villeges & Sheryl R. Morales, 2022. "Nepotistic Practices in the Private Sector," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 6(9), pages 307-313, September.
    • Handle: RePEc:bcp:journl:v:6:y:2022:i:9:p:307-313
    as

    Download full text from publisher

    File URL: https://www.rsisinternational.org/journals/ijriss/Digital-Library/volume-6-issue-9/307-313.pdf
    Download Restriction: no
    File URL: https://www.rsisinternational.org/virtual-library/papers/nepotistic-practices-in-the-private-sector/
    Download Restriction: no
    ---><---

    References listed on IDEAS

    as
    1. Jones, Robert G. & Stout, Tracy, 2015. "Policing Nepotism and Cronyism Without Losing the Value of Social Connection," Industrial and Organizational Psychology, Cambridge University Press, vol. 8(1), pages 2-12, March.
    2. Cahill, Kevin E. & McNamara, Tay K. & Pitt-Catsouphes, Marcie & Valcour, Monique, 2015. "Linking shifts in the national economy with changes in job satisfaction, employee engagement and work–life balance," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 56(C), pages 40-54.
    Full references (including those not matched with items on IDEAS)

    Most related items

    These are the items that most often cite the same works as this one and are cited by the same works as this one.
    1. RAJI, Ismaheel Adewumi & Ladan, Sahnun & Alam, Md. Mahmudul & Idris, Isma’il Tijjani, 2021. "Organisational Commitment, Work Engagement and Job Performance: Empirical Study on Nigeria’s Public Healthcare System," OSF Preprints 6v9jw, Center for Open Science.
    2. Nina Veflen & Joachim Scholderer & Solveig Langsrud, 2020. "Situated Food Safety Risk and the Influence of Social Norms," Risk Analysis, John Wiley & Sons, vol. 40(5), pages 1092-1110, May.
    3. Anisa Letisia Permata Sari & Niken Ardiyanti & Heldi Noviardi, 2017. "The Impact of Workload and Role Conflict Towards Work-Life Balance Among Government Auditors In Indonesia," Proceedings of Business and Management Conferences 5207076, International Institute of Social and Economic Sciences.
    4. Jolita Vveinhardt & Włodzimierz Sroka, 2020. "Nepotism and Favouritism in Polish and Lithuanian Organizations: The Context of Organisational Microclimate," Sustainability, MDPI, vol. 12(4), pages 1-23, February.
    5. Jasper Hotho & Dana Minbaeva & Maral Muratbekova-Touron & Larissa Rabbiosi, 2020. "Coping with Favoritism in Recruitment and Selection: A Communal Perspective," Journal of Business Ethics, Springer, vol. 165(4), pages 659-679, September.
    6. Emilio Colombo & Valentina Rotondi & Luca Stanca, 2018. "Macroeconomic conditions and well-being: do social interactions matter?," Applied Economics, Taylor & Francis Journals, vol. 50(28), pages 3029-3038, June.
    7. Patrick Pilipiec & Wim Groot & Milena Pavlova, 2020. "A Longitudinal Analysis of Job Satisfaction During a Recession in the Netherlands," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 149(1), pages 239-269, May.
    8. Grzegorz Ignatowski & Łukasz Sułkowski & Bartłomiej Stopczyński, 2021. "Risk of Increased Acceptance for Organizational Nepotism and Cronyism during the COVID-19 Pandemic," Risks, MDPI, vol. 9(4), pages 1-35, March.
    9. repec:ers:journl:v:xxiv:y:2021:i:special3:p:1-10 is not listed on IDEAS
    10. S. Cicognani & M. Cioni & M. Savioli, 2016. "The secret to job satisfaction is low expectations: How perceived working conditions differ from actual ones," Working Papers wp1083, Dipartimento Scienze Economiche, Universita' di Bologna.
    11. Farhan Sarwar & Siti Aisyah Panatik & Mohammad Saipol Mohd Sukor & Noraini Rusbadrol, 2021. "A Job Demand–Resource Model of Satisfaction With Work–Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment," SAGE Open, , vol. 11(2), pages 21582440211, April.
    12. Burhan, Omar K. & van Leeuwen, Esther & Scheepers, Daan, 2020. "On the hiring of kin in organizations: Perceived nepotism and its implications for fairness perceptions and the willingness to join an organization," Organizational Behavior and Human Decision Processes, Elsevier, vol. 161(C), pages 34-48.
    13. Simona Cicognani & Martina Cioni & Marco Savioli, 2017. "Conditions at work: how actual and expected working conditions drive perception," Working Paper series 17-17, Rimini Centre for Economic Analysis.
    14. Sarah Hudson & Helena V González-Gómez & Cyrlene Claasen, 2019. "Legitimacy, Particularism and Employee Commitment and Justice," Journal of Business Ethics, Springer, vol. 157(3), pages 589-603, July.

    More about this item

    Statistics

    Access and download statistics

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:bcp:journl:v:6:y:2022:i:9:p:307-313. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a bibliographic reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: Dr. Pawan Verma (email available below). General contact details of provider: https://rsisinternational.org/journals/ijriss/ .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.