The Mediating Role of Organizational Justice in the Effect of Nepotism on Corporate Culture

Mehmet Fatih Kanoğlu

Article Details

The Mediating Role of Organizational Justice in the Effect of Nepotism on Corporate Culture

Authors:

Mehmet Fatih Kanoğlu

Publisher:

Bolu Abant Izzet Baysal University

Main Topics:

İşletme

Journal:

Ekonomik ve Sosyal Araştırmalar Dergisi Vol.21 Issue 1, pp.150-170

Document Type:

Article

Publication Date:

6/2025

Document Language:

Turkish

Document ID (Org No.):

2001351489

pISSN:

1306-2174

Keywords:

Abstract:

 This study examines the effects of nepotism on corporate culture and investigates the mediating role of organizational justice in this process. Today, violations of the principles of justice and equality lead to serious conflicts within organizations and a decrease in work productivity. Nepotism, which is frequently encountered especially in developing countries, stands out as a practice that negatively affects employee motivation. While recruitment and promotion processes based on family or affinity ties among employees damage the perception of fairness, organizational commitment and performance decline as a result. The purpose of this study is to understand the negative effects of nepotism on corporate culture and to determine how organizational justice can mitigate these effects. In this context, demographic data such as high education levels and young employee profile are among the important findings of the study. The population of the study was employees working in an organization in Düzce province and the data of 146 participants were collected. It was revealed that the proportion of men approximately 52 and women approximately 48 among the participants was balanced, the majority approximately 72.6 were bachelors degree holders and the proportion of masters degree holders 17.8 was also remarkable. The scales used in the study were prepared with Likert-type 5-point scale and validity and reliability tests were conducted. The results show that the reliability of the scales used are high and the measurements are accepted as valid. The results show that nepotism has a significant and negative effect on organizational justice. The fact that organizational justice can offset the negative effects of nepotism emphasizes the need to develop fair management practices. This study aims to contribute to the literature by responding to the call for more research on nepotism and aims to help organizations take steps towards creating a fairer work environment by providing concrete suggestions to increase the perception of justice.

 This study examines the effects of nepotism on corporate culture and investigates the mediating role of organizational justice in this process. Today, violations of the principles of justice and equality lead to serious conflicts within organizations and a decrease in work productivity. Nepotism, which is frequently encountered especially in developing countries, stands out as a practice that negatively affects employee motivation. While recruitment and promotion processes based on family or affinity ties among employees damage the perception of fairness, organizational commitment and performance decline as a result. The purpose of this study is to understand the negative effects of nepotism on corporate culture and to determine how organizational justice can mitigate these effects. In this context, demographic data such as high education levels and young employee profile are among the important findings of the study. The population of the study was employees working in an organization in Düzce province and the data of 146 participants were collected. It was revealed that the proportion of men approximately 52 and women approximately 48 among the participants was balanced, the majority approximately 72.6 were bachelors degree holders and the proportion of masters degree holders 17.8 was also remarkable. The scales used in the study were prepared with Likert-type 5-point scale and validity and reliability tests were conducted. The results show that the reliability of the scales used are high and the measurements are accepted as valid. The results show that nepotism has a significant and negative effect on organizational justice. The fact that organizational justice can offset the negative effects of nepotism emphasizes the need to develop fair management practices. This study aims to contribute to the literature by responding to the call for more research on nepotism and aims to help organizations take steps towards creating a fairer work environment by providing concrete suggestions to increase the perception of justice.

 This study examines the effects of nepotism on corporate culture and investigates the mediating role of organizational justice in this process. Today, violations of the principles of justice and equality lead to serious conflicts within organizations and a decrease in work productivity. Nepotism, which is frequently encountered especially in developing countries, stands out as a practice that negatively affects employee motivation. While recruitment and promotion processes based on family or affinity ties among employees damage the perception of fairness, organizational commitment and performance decline as a result. The purpose of this study is to understand the negative effects of nepotism on corporate culture and to determine how organizational justice can mitigate these effects. In this context, demographic data such as high education levels and young employee profile are among the important findings of the study. The population of the study was employees working in an organization in Düzce province and the data of 146 participants were collected. It was revealed that the proportion of men approximately 52 and women approximately 48 among the participants was balanced, the majority approximately 72.6 were bachelors degree holders and the proportion of masters degree holders 17.8 was also remarkable. The scales used in the study were prepared with Likert-type 5-point scale and validity and reliability tests were conducted. The results show that the reliability of the scales used are high and the measurements are accepted as valid. The results show that nepotism has a significant and negative effect on organizational justice. The fact that organizational justice can offset the negative effects of nepotism emphasizes the need to develop fair management practices. This study aims to contribute to the literature by responding to the call for more research on nepotism and aims to help organizations take steps towards creating a fairer work environment by providing concrete suggestions to increase the perception of justice.

 Bu çalışma, nepotizmin kurum kültürü üzerindeki etkilerini incelemekte ve örgütsel adaletin bu süreçteki aracılık rolünü araştırmaktadır. Günümüzde adalet ve eşitlik ilkelerinin ihlali, organizasyonlar içerisinde ciddi çatışmalara ve iş verimliliğinde azalmaya yol açmaktadır. Özellikle gelişmekte olan ülkelerde sıklıkla karşılaşılan nepotizm, çalışan motivasyonunu olumsuz etkileyen bir uygulama olarak ön plana çıkmaktadır. Çalışanlar arasında aile veya yakınlık bağlarına dayalı işe alım ve terfi süreçleri, adalet algısını zedelerken, bunun sonucunda da örgütsel bağlılık ve performans düşüşü gözlemlenmektedir. Araştırmanın amacı, nepotizmin kurumsal kültür üzerindeki olumsuz etkilerini anlamak ve örgütsel adaletin bu etkileri nasıl hafifletebileceğini belirlemektir. Bu bağlamda, yüksek eğitim seviyeleri ve genç çalışan profili gibi demografik veriler, çalışma kapsamındaki önemli bulgular arasında yer almaktadır. Araştırma evreni Düzce ilinde bulunan bir kurumda çalışanlar olup, toplam 146 katılımcının verileri üzerinde gerçekleştirilmiştir. Katılımcılar arasında erkek yaklaşık 52 ve kadın yaklaşık 48 oranlarının dengeli olduğu, çoğunluğun yaklaşık 72,6 lisans mezunu olduğu ve yüksek lisans yapanların oranının 17,8 da dikkat çekici olduğu ortaya koyulmuştur. Araştırmada kullanılan ölçekler, Likert tipi 5li ölçek ile hazırlanmış ve geçerlilik ile güvenilirlik testleri yapılmıştır. Elde edilen sonuçlar, kullanılan ölçeklerin güvenilirliklerinin yüksek olduğunu ve ölçümlerin geçerli kabul edildiğini göstermektedir. Sonuçlar, nepotizmin örgütsel adalet üzerinde anlamlı ve negatif bir etki yarattığını göstermiştir. Örgütsel adaletin, nepotizmin olumsuz etkilerini dengeleyebileceği gerçeği, adil yönetim uygulamalarının geliştirilmesi gerektiğini vurgulamaktadır. Bu çalışma, nepotizm üzerine daha fazla araştırma yapılması çağrısına cevap vererek literatüre katkıda bulunmayı hedeflemekte ve örgütlerin adalet algısını artırmaya yönelik somut öneriler sunarak, daha adil bir iş ortamı yaratma yolunda adımlar atmalarına yardımcı olmayı amaçlamaktadır.

Article Details

The Mediating Role of Organizational Justice in the Effect of Nepotism on Corporate Culture

Authors:

Mehmet Fatih Kanoğlu

Publisher:

Bolu Abant Izzet Baysal University

Main Topics:

İşletme

Journal:

Ekonomik ve Sosyal Araştırmalar Dergisi Vol.21 Issue 1, pp.150-170

Document Type:

Article

Publication Date:

6/2025

Document Language:

Turkish

Document ID (Org No.):

2001351489

pISSN:

1306-2174

Nepotism

Corporate Culture

Organizational Justice

Organizational Behavior

EqualityNepotizm

Kurum Kültürü

Örgütsel Adalet

Örgütsel Davranış

Eşitlik

Issues

Article Details

Authors: Mehmet Fatih Kanoğlu

Publisher: Bolu Abant Izzet Baysal University

Main Topics: İşletme

Journal: Ekonomik ve Sosyal Araştırmalar Dergisi Vol.21 Issue 1, pp.150-170

Document Type: Article

Publication Date: 6/2025

Document Language: Turkish

Document ID (Org No.): 2001351489

pISSN: 1306-2174

Issues

Authors:

Mehmet Fatih Kanoğlu

Publisher:

Bolu Abant Izzet Baysal University

Main Topics:

İşletme

Journal:

Ekonomik ve Sosyal Araştırmalar Dergisi Vol.21 Issue 1, pp.150-170

Document Type:

Article

Publication Date:

6/2025

Document Language:

Turkish

Document ID (Org No.):

2001351489

pISSN:

1306-2174