A research on nepotizin organizational legality and job satisfaction effects and hotel workers

In the globalizing world, professional management is not seen in many sectors in all sectors. In both the public and private sectors, there are favorable behaviors, such as giving priority to family members, as well as being unable to act as they should in the selection of employees for various reasons. This favoritism to family members is called nepotism. In this study, it is aimed to investigate how nepotism in business affects the organizational commitment and job satisfaction of the worker. A survey was conducted on 491 employees working in hotel business in Istanbul. According to the findings obtained from the research, nepotism has a significant effect on emotional attachment. While nepotism does not affect the level of emotional attachment in favor of favoritism, favoritism and favoritism in recruitment process increase the level of emotional attachment. Nepotism has significant effects on continuity commitment and normative commitment, which are two other sub-dimensions of organizational commitment. While the continuity commitment from these sub-dimensions decreases with favoritism in normality, normative commitment decreases with transaction favoritism. As a result of the regression analysis conducted to observe the effect of nepotism on the job satisfaction of the workers, it was determined that both internal satisfaction and external satisfaction were affected by nepotism. The internal grasp of jobseekers perceived by their organizations is diminished by favoritism, favoritism and favoritism in the recruitment process. On the other hand, favoritism and transactionalism on the other hand reduce external satisfaction. Key words: Nepotism, organizational commitment, job satisfaction