Investigation of the relationship beetween favoritism and work commitment in education and healthcare employess

The main purpose of this study is to examine the relationship between the perceptions of favoritism and the level of work commitment of education and health workers working in Kırşehir. In the study, a questionnaire was applied to a total of 530 participants, 276 of whom work at Kırşehir Ahi Evran University Training and Research Hospital, and 254 who work at public high schools in Kırşehir City Center. In data collection, Asunakutlu and Avcı (2010), Abdalla et al. (1998) and Ford and McLaughin (1985) developed a 12-item nepotism scale; Asunakutlu and Avcı (2010) and Büte and Tekarslan (2010) Abdalla et al. (1998) and Ford and McLaughin (1985), the 17-item chronism scale and the 17-item Utrecht work engagement scale developed by Schaufeli Bakker and Salanova (2006) and adapted by Eryılmaz and Doğan (2012) were used. The answers given to the questions in the scales are in 5-point Likert style; 1- Strongly disagree and 5-Strongly agree. The data collected in the study were loaded into the SPSS program and descriptive statistics, normal distribution fit test, exploratory factor analysis, t-test between independent groups, one-way and two-way analysis of variance and correlation analysis were performed on the collected data. As a result of the findings obtained from the research, it was determined that there is a negative and statistically significant (r=-0.104; p<0.05) relationship between nepotism and work engagement. Likewise, a weak and negative, but statistically significant relationship was found between chronism and work engagement (r=-0.107; p<0.05). In addition, a correlation of r=62.1 was observed between chronism and nepotism (p<0.01). According to the results of the analysis, since it can be stated that the level of commitment to work decreases with the increase in the perception of favoritism, managers will need to create a perception of merit and a fair working environment in the employees in order to increase the level of commitment to the work of the employees.