Does Human Resource Management Practices Moderate The Relationship Between Nepotism and Attitude?

Mahdani Ibrahim, Maulana Alimin, Banta Karollah

Abstract


This study aims to examine the moderating effect of human resource management practice (HRMP) variables on the relationship between nepotism variables and attitude variables (job satisfaction, organisational citizenship behaviour (OCB) and organisational commitment).A research sample of 300 workers in the three largest hospitals in Aceh (Dr. Zainoel Abidin General Hospital, Meuraxa General Hospital and Harapan Bunda Hospital). Primary data were obtained by distributing questionnaires to participants in the three hospitals with 100 questionnaires each.Data were analysed using simple regression and moderated regression analysis.The results of our analysis found that HRMPs have a moderating effect on the relationship between nepotism and job satisfaction and nepotism and organisational commitment.The moderating effect of HRMPs was not found in the relationship between nepotism and OCB.

Keywords


Nepotism, Job Satisfaction, OCB, Organisational Commitment, HRMPs.

Full Text:

PDF

References


Abdalla, F.H., Maghrabi, S. and Raggad, G.B. (1998). Assessing the effect of nepotism on human resource managers toward nepotism a cross cultural study. International Journal of Manpower, 19(8), 554-70.

Allen, N. &Meyer, J. (1990). The measurement and antecedents of affective, normative and continuance commitment to the organization. Journal of Occupational Psychology, 63, 1-18.

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.

Basu, E., Pradhan, R. K., &Tewari, H. R. (2017). Impact of organizational citizenship behavior on job performance in Indian healthcare industries: The mediating role of social capital. International Journal of Productivity and Performance Management, 66(6),780-796.

Billet, S. (2009). Relational interdependence between social and individual agency in work and working life. Mind, Culture, and Activity, 13(1), 53-69.

Bowling, N. A., & Hammond, G. D. (2008). A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale. Journal of Vocational Behavior, 73, 63-77.

Brenner, B.R., Lyons, H.Z., & Fassinger, R.E. (2010). Can heterosexism harm organizations? Predicting the perceived organizational citizenship behaviors of gay and lesbian employees. Career Development Quarterly, 58(4), 321-335.

Büte, M. (2011). The Effects of Nepotism and Favoritism on Employee Behaviors and Human Resources Practices: A Research on Turkish Public Banks. TODAĐE’s Review of Public Administration, 5(1), 185-208.

Cao, Y., Liu, J., Liu, K., Yang, M., & Liu, Y. (2019). The mediating role of organizational commitment between callingand work engagement of nurses: A cross-sectional study. International Journal of Nursing Sciences, 6, 309-314.

Choi, J. N. (2007). Change-oriented organizational citizenship behavior: effects of work environment characteristics and intervening psychological processes. Journal of Organizational Behavior, 28, 467-484.

Cohen, J., Cohen, P. West, S. G., & Aiken, L. S. (2003). Applied Multiple Regression/ correlation Analysis for the Sciences, 3th ed., Mahwah, New Jersey, London, Lawrence Erlbaum Associates.

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.

Fındıklı, M. A., Yozgat, U., & Rofcanin, Y. (2015). Examining Organizational Innovation and Knowledge Management Capacity The Central Role of Strategic Human Resources Practices (SHRPs). (3rd International Conference on Leadership, Technology and Innovation Management). Procedia - Social and Behavioral Sciences, 181, 377-387.

Foote, D. A., & Li-Ping Tang, T. (2008). Job satisfaction and organizational citizenship behavior (OCB): Does team commitment make a difference in self‐directed teams?Management Decision, 46(6), 933-947.

Ginsburg, L. et al. (2016). Measuring Work Engagement, Psychological Empowerment, and Organizational Citizenship Behavior Among Health Care Aides. Gerontologist, 56(2), 1-11.

Hambrick, D. C., & Mason, P. A. (1984). Upper echelons: The organization as a reflection of its top managers. Academy of Management Review, 9, 193-206.

Hayajenh, A. F., Maghrabi, A.S,. & Al-Dabbagh, T. H. (1994). Research Note: Assessing the Effect of Nepotism on Human Resource Managers. International Journal of Manpower, 15(1), 60-67.

Hudson,S.,& Claasen, C. (2017). Nepotism and Cronyism as a Cultural Phenomenon? In The Handbook of Business and Corruption. 95-118.

Jaskiewicz, P., & Luchak, A. A. (2013). Explaining performance differences between family firms with family and nonfamily CEOs: It’s the nature of the tie to the family that counts!Entrepreneurship Theory and Practice, 37, 1361-1367.

Kim, M. Ja., Bonn, M., Lee, Choong-Ki , & Jinok Susanna Kim. (2019). Effects of employees’ personality and attachment on job flow experience relevant to organizational commitment and consumer oriented behavior. Journal of Hospitality and Tourism Management, 41, 156-170.

Lubatkin, M. H., Schulze, W. S., Ling, Y., & Dino, R. N. (2005). The effects of parental altruism on the governance of family-managed firms. Journal of Organizational Behavior, 26(3), 313-330.

Luthans, F. (2011). Organizational Behavior: An Evidence-Based Approach. 12th ed, Avenue of the Americas, New York. McGraw-Hill/Irwin.

Malik, A. (2018). Nepotism is bad for the economy but most people underestimate it. The Conversation. https://theconversation.com/nepotism-is-bad-for-the-economy-but-most-people-underestimate-it-103909. (accessed 31 31 January 2020).

Meyer, J.P. & Allen, N.J. (1984). Testing the ‘side-bet theory’ of organizational commitment: some methodological considerations. Journal of Applied Psychology, 3, 373-378.

Mondy, R. W., & Martocchio, J. J. (2016). Human Resource Management, 14Th Ed. Edinburgh Gate, Harlow, Essex CM 20 2JE, England, Pearson Education Limited.

Nickson, D. (2013). Human resource management for hospitality, tourism and events (2nd ed.). New York, USA: Routledge. Organizational Behavior. 15th ed., One Lake Street, Upper Saddle River, New Jersey 07458, Pearson Education, Inc.

Podsakoff, P.M., MacKenzie, S.B., Paine, J.B., & Bachrach, D.G. (2000). Organizational citizenship behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563.

Pohl, S., & Paillé, P. (2011). The impact of perceived organizational commitment and leader commitment on organizational citizenship behaviour. International Journal of Organization Theory & Behavior, 14(2), 145-161.

Purcell, J., Kinnie, N., Hutchinson, S., Rayton, B., & Swart, J. (2003). Understanding the People and Performance Link: Unlocking the Black Box. London, U. K.: Chartered Institute of Personnel and Development.

Reid, R., Morrow, T., Kelly, B. & Cartan, M.P. (2002). People management in SMES: an analysis of human resource strategies in family and non-family businesses. Journal of Small Business and Enterprise Development, 9(3), 245-59.

Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior, 15th Ed. Upper Saddle River, New Jersey, Pearson Education, Inc.

Sarpong, D., & Maclean, M. (2015). Service nepotism in the multi-ethnic marketplace: mentalities and motivations. International Marketing Review, 32(2), 160-180.

Shafazawana., Tarikh, M., Ying, C. Y., Zuliawati., Saad, M., & Sukumaran, K. (2016). Managing Job Attitudes: The Roles of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behaviors. Procedia Economics and Finance, 3, 604-611.

Sharma, S., Durand, R.M. & Gur-Arie, O. (1981). Identification and analysis of moderator variables. Journal of Marketing Research, 18, 291-300.

Stewart, A. (2003). Help one another, use one another: toward anthropology of family business. Entrepreneurship, Theory and Practice, 27(4), 383-396.

Sun, L.-Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.

Tsaur, H. & Lin, C.Y. (2002). Promoting service quality in tourist hotels: the role of HRM practices and service behavior. Tourism Management, 25(1), 471-81.

Xie, B., Zhou, W., Huang, J. L., & Xia, M. (2017). Using goal facilitation theory to explain the relationships between calling and organization-directed citizenship behavior and job satisfaction. Journal of Vocational Behavior,100, 78-87.




DOI: http://dx.doi.org/10.47312/ambr.v5i2.316

Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.