Effects of Favoritism on Employees’ Intention to Leave in Governmental Organizations with the Mediating Roles of Burnout and Alienation
محورهای موضوعی : Organizations
yousef keshavarz
1
(Department of Management, Neyriz Branch, Islamic Azad University, Neyriz, Iran)
Zeinab Ansari
2
(Department of Management, Ahvaz Branch, Islamic Azad University, Ahvaz, Iran)
کلید واژه: Nepotism, burnout, Cronyism, favoritism, Intention to Leave, Alienation,
چکیده مقاله :
Trying to retain the employees as the main capital of an organization seems highly substantial for the survival of any organizations. There are several influential factors to retain them and prevent them from leaving. One of these factors is favoritism in the organizations. The study examines the effects of favoritism on employee’s intention to leave in government organization with the mediating roles of burnout and alienation. Having reviewed the literature and in light of “Adams' Equity Theory”, the data was collected using a standard questionnaire from a total sample of 379 employees. The data was then analyzed using the Structural Equation Modeling (SEM) technique using AMOS software. The results of this study revealed that favoritism, which was investigated with two variables namely nepotism and cronyism, would have a positive and significant effect on the staff leave. Furthermore, the mediating role of burnout and alienation for the impact of nepotism and cronyism on employee leave was confirmed. This study serves as a reference for favoritism management in Iranian government organization. The study provides several theoretical as well as practical implications.
Abubakar, A.M., Namin, B.H., Harazneh, I., Arasli, H. & Tunç, T. (2017), Does gender moderates the relationship between favoritism/nepotism, supervisor incivility, cynicism and workplace withdrawal: a neural network and SEM approach. Tourism Management Perspectives, 23, 129–139, doi.org/10.1016/j.tmp.2017.06.001.
Abalkhail, J. M. (2022). Dysfunctional leadership: investigating employee experiences with dysfunctional leaders. Career Development International, (ahead-of-print), doi.org/10.1108/CDI-04-2021-0109.
Adams, J. S., & Freedman, S. (1976). Equity theory revisited: Comments and annotated bibliography. Advances in experimental social psychology, 9, 43-90, doi.org/10.1016/S0065-2601(08)60058-1.
Agus, A. and Selvaraj, R. (2020). The mediating role of employee commitment in the relationship between quality of work life and the intention to stay, Employee Relations, 42(6), 1231-1248, doi.org/10.1108/ER-07-2019-0292.
Ahmad, S. & Roslan, N. F. (2016). Relationship between job stress and organisational commitment among public servants in Pontian, Johor. International Journal of Business, Economics and Law,10(2), 1-6, .
Arasli, H., Bavik, A. & Ekiz, E. H. (2006). The effects of nepotism on human resource management the case of three, four and five star hotels ,in northern Cyprus. International Journal of Sociology and Social Policy. 26(7/8), 295-308, doi.org/10.1108/01443330610680399.
Arasli. H, Tumer. M (2008). Nepotism, favoritism and cronyism: a study of their effects on job stress and job satisfaction in the banking industry of north Cyprus. Social Behavior and Personality, 36(9), 1237-1250, doi.org/10.2224/sbp.2008.36.9.1237.
Azadbakht & Tabatabaee (2015) Investigating the Effect of Nepotism on Attitudes and Behavior of Staff: Employees of a Public Corporation, Annual Conference in Management and Business Economy, in Persian, From: https://www.civilica.com/Paper-MSECONF01-MSECONF01_369.html
Beaumont, E., Durkin, M., Martin, C. J. H., & Carson, J. (2016). Compassion for others, self-compassion, quality of life and mental well-being measures and their association with compassion fatigue and burnout in student midwives: A quantitative survey. Midwifery, 34, 239-244, doi.org/10.1016/j.midw.2015.11.002.
Bourdage, J. S., Goupal, A., Neilson, T., Lukacik, E. R., & Lee, N. (2018). Personality, equity sensitivity, and discretionary workplace behavior. Personality and Individual Differences, 120, 144-150, doi.org/10.1016/j.paid.2017.08.018.
Byrne, B.M. (2001). Structural equation modeling with AMOS. Hillsdale, NJ: Lawrence Erlbaum Associates.
Chiaburu, D. S., Thundiyil, T., & Wang, J. (2014). Alienation and its correlates: A meta-analysis. European Management Journal, 32(1), 24-36, doi.org/10.1016/j.emj.2013.06.003.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. (2001). Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445.
Elbaz, A. M., Haddoud, M. Y. & Shehawy, Y. M. (2018). Nepotism, employees’ competencies and firm performance in the tourism sector: a dual multivariate and qualitative comparative analysis approach. Tourism Management, 67, 3-16, doi.org/10.1016/j.tourman.2018.01.002.
Enache, R.G (2013). Burnout syndrome and work accidents. Procedia Social and Behavioral Sciences, 78, 170-174, doi.org/10.1016/j.sbspro.2013.04.273.
Erdem, B. & Karataş, A. (2015). The effects of cronyism on job satisfaction and intention to quit the job in hotel enterprises: the case of three, four and five star hotels in Muğla, Turkey. Manas Journal of Social Studies, 4(1), 55-73.
Fairbrother, K., & Warn, J. (2003). Workplace dimensions, stress and job satisfaction. Journal of Managerial Psychology, 18(1), 8- 21, doi.org/10.1108/02683940310459565.
Farradinna, S., & Halim, F. W. (2016). The consequences of work-family conflict, burnout and organizational commitment among women in Indonesia. Procedia-Social and Behavioral Sciences, 219, 241-247, /doi.org/10.1016/j.sbspro.2016.05.012.
Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50, doi.org/10.1177/00222437810180010.
Ghanbarpour Nosrati, A., Bay, N., & Haji Anzehaei, Z. (2021). Modeling Effect of Nepotism in Workplace on Turn-over Intention, Job Satisfaction, and Job Performance of General Directorate and Departments of Youth and Sports in City of Tehran. Journal of Human Resource Management in Sport, 8(2), 327-337, doi: 10.22044/SHM.2021.5305.1463.
Gholi Rowshan, A., Ghasemnezhad, M., & Hemmat, Z. (2015). Investigation of Nepotism in Public Sector Organizations in Iran and its Impact on Employee’s Performance. International Journal of Management, Accounting and Economics, 2(3), 189-199, doi.7735477a54d3de060a3f9cfb74b62fe6171.
Haider, M., Rasli, A., Akhtar, S., Yusoff, R. B. M., Malik, O. M., Aamir, A., & Tariq, F. (2015). The impact of human resource practices on employee retention in the telecom sector. International Journal of Economics and Financial Issues, 5(1S), 63-69.
Hair, J.F., Black, B., Babin, B., Anderson, R.E., & Tatham, R.L. (2010). Multivariate data analysis: A global perspective. Upper Saddle River, NJ: Pearson Education Inc.
Hamid, Z., Bisschoff, C. & Botha, C. (2015). Work stress and its influence on the work performance of Swaziland teachers in the Swaziland school education system. Journal of psychology, 6(2), 142-157, doi.org/10.1080/09764224.2015.11885532.
Hatmaker, D. M., & Hassan, S. (2021). When do women receive managerial support? The effects of gender congruence and the manager-employee relationship. Public Management Review, 1-20, doi.org/10.1080/14719037.2021.1937683.
Hlaing, N. N., & Piriyapada, S. (2021). Impact of Preferential Treatment on Job Motivation, Job Satisfaction and Organizational Commitment: A Study of Myanmar Banking Sector. Songklanakarin Journal of Management Sciences, 1-25, doi.org/ 10.1108/01437729810242235.
Iqbal, A. (2010). Employee turnover: causes, consequences and retention strategies in the Saudi organizations. The Business Review, 16(2), 275-281.
Jaafari, A., & Mehrara, A. (2021). Identifying Indicators and Components of Knowledge Capital and Human Resource Strategies in the Iranian Higher Education System. Journal of System Management, 7(3), 263-281, doi.10.30495/JSM.2021.1934005.1492.
Jeong, S. H., Kim, H., & Kim, H. (2022). Strategic nepotism in family director appointments: evidence from family business groups in South Korea. Academy of Management Journal, 65(2), 656-682, doi.org/10.5465/amj.2018.1418.
Kevin, M.M., Joan, L.C. & Adrian, J.W. (2004). Organizational change and employee turnover. Personnel Review, 33(2), 161-166, doi.org/10.1108/00483480410518022.
Kline, R. B. (1998). Software review: Software programs for structural equation modeling: Amos, EQS, and LISREL. Journal of psychoeducational assessment, 16(4), 343-364, doi.org/10.1177/073428299801600407.
Mahdavi, M., Sheikh Al-Islami, N., Hasanmoradi, N., & Shokri, N. (2022). Designing a people capability maturity model among faculty members (Case study: Islamic Azad University of Fars Province. Journal of System Management, 8(1), 111-126, doi.10.30495/JSM.2022.1944405.1569.
Masroor A.M. & Fakir M. J. (2010). Level of job satisfaction and intent to leave among Malaysian nurses. Business Intelligence Journal, 3(1), 123-137.
Mello, J. A. (2011). Strategic human resource management, 3rd ed, oh: South-Western Cengage learning.
Parnell, J. A. & Crandall W. R. (2003). Propensity for participative decision-making, job satisfaction, organizational commitment, organizational citizenship behavior, and intentions to leave among Egyptian managers. Multinational Business Review, 11(1), 45–65, doi.org/10.1108/1525383X200300003.
Pelit, E., Diner, F. I., & Kılı, I. (2015). The Effect of Nepotism on Organizational Silence, Alienation and Commitment: A Study on Hotel Employees in Turkey. Journal of Management Research, 7(4), 82-110.
Safina, D. (2015). Favouritism and nepotism in an organization: causes and effects. Procedia Economics and Finance, 23, 630-634, doi.org/10.1016/S2212-5671(15)00416-5.
Salami, S. O. (2011). Job stress and burnout among lecturers, personality and social support as a mediator. Asian Social Science Journals, 7(5), 110-121, doi:10.5539/ass.v7n5p110.
Şantaş, G., Isik, O. & Demir, A. (2016). The effect of loneliness at work; work stress on work alienation and work alienation on employees’ performance in Turkish health care institution. South Asian Journal of Management Sciences , 10(2), 30 – 38, doi.10.21621/sajms.2016102.03.
Sharafizadeh, D., Abbasi, E., & Mehrabi, J. (2021). Designing a Career Path Model Based on the Knowledge Management Model in Start-Ups. Journal of System Management, 7(2), 149-169, doi.10.30495/JSM.2021.1935082.1496.
Suharno, P., Ketut, S., Setyadi, S., & Farida, E. (2017). The effect of organizational commitment toward turnover intention at Narada school, Indonesia. Russian Journal of Agricultural and Socio-Economic Sciences, 62(2), 55-66, doi.org/10.18551/rjoas.2017-02.07.
Sulu, S., Ceylan, A., & Kaynak, R. (2010). The effect of loneliness at work; work stress on work alienation and work alienation on employees’ performance in Turkish health care institution. International Journal of Business and Management, 10(2), 27–38, DOI:10.21621/sajms.2016102.03.
Wan, Y. K. P. (2010). Exploratory assessment of Themacao casino dealers' job perceptions. International Journal of Hospitality Management, 29(1), 62–71, doi.org/10.1016/j.ijhm.2009.06.002.
Yener, M. & Coskun, O. (2013). Using job resources and job demands in predicting burnout. Procedia Social and Behavioral Sciences, 99, 869-876, doi.org/10.1016/j.sbspro.2013.10.559.
