Impact of paternalism, nepotism and fatalism values on recruitment and selection practices in Turkish context

The study was focused on the effects of cultural values on the relationship between, recruitment, selection practices and perceived fairness where previous studies were mainly focused only on the effect of selection practices on perceived fairness and other organizational outcomes without considering recruitment practices and the role of culture. Studies which also considered the culture are found to be covering only some of the values such as individualism, collectivism and power distance. Perceived fairness and the role of cultural values on this relationship were not addressed clearly yet but considering some countries have high nepotism, paternalism and fatalism values, perceived fairness and how these cultural values affect this relationship is sensitive. Specifically, when Turkish context is analyzed cultural values make the relationship between recruitment, selection and perceived fairness more salient to study. The study aimed to investigate the recruitment and selection methods preferred in Turkey and by focusing on the cultural values which are assumed to be pervasive in Turkey it is also aimed to investigate the roles of these values on the relationship between recruitment and selection practices and perceived fairness, and to develop a conceptual model. With regards to the aims of the study, paternalism, nepotism and fatalism are analyzed as the cultural values. Since, the aforementioned values are not investigated in this context, it shows the originality of the research study. To test the hypotheses, data is collected from 424 employees. After confirming the factor structure of the model using AMOS, hypotheses are tested through regression analyses. The results of the study showed that both recruitment and selection practices have effects on perceived fairness and these effects are moderated by cultural values. Nepotism and fatalism are found to be the values which are moderating the relationship between recruitment and selection practices and perceived fairness. Keywords: Paternalism, Nepotism, Fatalism, Recruitment and Selection Practices, Perceived Fairness