The moderating role of nepotism perception in the relationship between prosocial behavior and super ego

The purpose of this study is to examine the relationship of superego with prosocial behavior and the moderating role of nepotism perception in this relationship. In this direction, quantitative research methods have been used in accordance with the purpose of the study. The data required for the research were obtained through the survey technique. A total of 271 employees from various sectors operating in Turkey participated in the study. Correlation, regression, and Hayes' moderating effect analysis were used to answer research questions and to test hypotheses. Participants rated their superego levels, prosocial behavior levels, and nepotism perception levels by self-reporting. According to the research findings, a positive relationship obtained between the superego levels of the employees and their prosocial behavior levels (including all dimensions). At the same time, a moderate and negative statistically significant relationship obtained between the employees' levels of prosocial behavior and their perception of nepotism. In multiple regression analysis findings, nepotism perception in promotion has a low negative effect on extra-role prosocial behavior. The perception of process nepotism seems to have a low negative effect on the total score of prosocial behavior, in-role prosocial behavior, and cooperation prosocial behavior. It was seen that nepotism perception in recruitment does not have a significant effect on prosocial behavior. Also, nepotism has not played a moderating role in the relationship between superego and prosocial behavior. The findings are discussed in detail in the discussion section.