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Nepotizm Varsa Ben Yokum: Nepotizm, İş Standardizasyonu ve İşten Ayrılma Niyeti Arasındaki İlişki

Year 2018, Volume: 18 Issue: 4, 631 - 644, 23.10.2018

Abstract

Otel çalışanları üzerine odaklanan bu araştırma, nepotizm algısının işten ayrılma niyetine etkisini ve bu etkide iş standardizasyonunun biçimlendirici rolünü açıklamaktadır. Araştırmada kullanılan veriler 2017 yılında Türkiye’de Antalya ilinde faaliyet gösteren bir otelden elde edilmiştir. Verilerin elde edilmesinde anket tekniği kullanılmış ve analizler SPSS 18 ve AMOS 18 programlarıyla yapılmıştır. 134 anketin değerlendirmeye alındığı araştırmada otel çalışanlarının nepotizm algısının işten ayrılma niyetini pozitif yönde etkilediği belirlenmiştir. Ayrıca araştırmada nepotizmin işten ayrılma niyetine etkisinde iş standardizasyonunun biçimlendirici rol üstlendiği; bir diğer ifadeyle, nepotizm algılayan çalışanların iş standardizasyonu algısıyla birlikte işten ayrılma niyetlerinin daha da güçlendiği gözlenmiştir. Araştırmada elde edilen bu bulguların hem otel yöneticilerine hem de turizm sektörüne yatırım yapmayı düşünen yatırımcılara rehber olacağı düşünülmüştür.

References

  • Abdalla, F. H., Maghrabi, S. and Raggad, G. B. (1998). Assessing the perceptions of human resource managers toward nepotism: A cross-cultural study. International Journal of Manpower, 19(8), 554-570.
  • Ajzen I. (1985). From intentions to actions: A theory of planned behavior. Kuhl, J. and Beckmann J. (eds.), Action Control. SSSP Springer Series in Social Psychology, Berlin: Springer.
  • Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179-211.
  • Altındağ, E. (2014). Evaluation of nepotism as accelerating effect on employee performance: An empirical study in Turkey. European Journal of Business and Social Sciences, 3(7), 97-104.
  • Araslı, H., Bavik, A. and Ekiz, E.H. (2008). 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.
  • Araslı, H. and Tümer, M. (2008). Nepotism, favoritism and cronyism: A study of their effects on job stress and job satisfaction in the banking industry of North Cyprus. Social Behavior and Personality, 36(9). 1237-1250.
  • Aslan, Z. (2014). İşgörenlerin tükenmişlik düzeylerinin işten ayrılma niyeti üzerine etkisi: istanbul’daki seyahat acentalarında bir araştırma. Nevşehir Hacı Bektaş Veli Üniversitesi Enstitüsü Dergisi, 3(1), 19-40.
  • Asunakutlu, T. and Umut, A. (2010). Aile işletmelerinde nepotizm algısı ve iş tatmini ilişkisi üzerine bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(2), 93-109.
  • Aydogan, I. (2009). Favoritism in the Turkish educational system: Nepotism, cronyism and patronage. Educational Policy Analysis and Strategic Research, 4(1), 19-35.
  • Babadağ, M. (2017). Liderlik tarzları ile işe yabancılaşma arasındaki ilişkide algılanan etik iklimin ve çalışanın kişilik özelliklerinin rolü. (Doktoral dissertation, Atatürk University, The Institute of Social Sciences, Erzurum).
  • Başar, U. and Varoğlu, A.K. (2016). Örgütsel politika algısının ihmalkârlık üzerindeki etkisinde işten ayrılma niyetinin aracı rolü. Yönetim ve Ekonomi, 23(3), 751-765.
  • Bolat, O. İ., Bolat, T., Seymen, O. and Katı, Y. (2017). Otellerde nepotizm (akraba kayırmacılığı) ve işten ayrılma niyeti ilişkisi: Kariyer düzleşmesinin aracılık etkisi. Manas Sosyal Araştırmalar Dergisi, 6(3), 157-180.
  • Büte, M. (2011a). Nepotizmin iş stresi, iş tatmini, olumsuz söz söyleme ve işten ayrılma niyeti üzerine etkileri: Aile işletmeleri üzerinde bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20(1), 177-194.
  • Büte, M. (2011b). 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.
  • Büte, M. and Tekarslan, E. (2010). Nepotizm’in çalışanlar üzerine etkileri: Aile işletmelerine yönelik bir saha araştırması. Ekonomik ve Sosyal Araştırmalar Dergisi, 6(1), 1-21.
  • Firth, L., Mellor, D. J., Moore, K. A. and Loquet, C. (2004). How can managers reduce employee intention to quit? Journal Of Managerial Psychology, 19(2), 170-187.
  • Fong, Y. L. and Mahfar, M. (2013). Relationship between occupational stress and turnover intention among employees in a furniture manufacturing company in selangor. Journal Teknologi (Social Sciences) Sains Humanika, 64(1), 33-39. Good, L. K., Sisler, G. F. and Gentry, J. W. (1988). Antecedents of turnover intentions among retail management personnel. Journal of Retailing, 64(3), 295-314. Gyimah-Boadi, E. (2000). Conflict of interest, nepotism and cronyism. Source Book 2000, 5, 195-204.
  • Hage, J. and Aiken, M. (1969). Routine Technology, Social Structure, and Organization Goals. Administrative Science Quarterly, 14(3), 366-376.
  • Halawi, A. H. (2014). Stimuli and effect of the intention to leave the organization. European Scientific Journal, 1, 184-197.
  • Hartline, M. D., Maxham, J. G. and McKee, D. O. (2000). Corridors of influence in the dissemination of customer-oriented strategy to customer contact service employees. Journal of Marketing, 64(2), 35-50.
  • Hayajenh, A. F., Maghrabi, A. S. and Al-Dabbagh, T. H. (1994). Research note: Assessing the effect of nepotism on human resource managers. International Journal of Manpower, 15(1), 60-67.
  • Hsieh, Y. M. and Hsieh, A. T. (2001). Enhancement of service quality with job standardisation. Service Industries Journal, 21(3), 147-166.
  • Hsieh, Y. M. and Hsieh, A. T. (2003). Does job standardization increase job burnout? International Journal of Manpower, 24(5), 590-614.
  • Hsiung, T. L. and Hsieh, A. T. (2003). Newcomer socialization: The role of job standardization, Public Personnel Management, 32(4), 579-589.
  • Jones, R. and Stout, T. (2015). Policing nepotism and cronyism without losing the value of social connection. Industrial and Organizational Psychology, 8(1), 2-12.
  • Karacaoğlu, K. (2015), Çalışanların İş Güvencesizliğinin İşten Ayrılma Niyetleri Üzerindeki Etkisi: Alanya Bölgesindeki Beş Yıldızlı Otellerde Bir Araştırma, Uluslararası Alanya İşletme Fakültesi Dergisi, 7(1), 13-21.
  • Karahan, A. and Yılmaz, H. (2014). Nepotizm ve örgütsel bağlılık arasındaki ilişkinin incelenmesi ve bir uygulama. Sosyal ve Ekonomik Araştırmalar Dergisi, 27, 123-148.
  • Karasek, R. (1979). Job demands, job control, and mental strain: implications for job redesign. Administrative Science Quarterly, 24(2), 285-306.
  • Karatepe, O. M., Avcı, T. and Araslı, H. (2004). Effects of job standardization and job satisfaction on service quality: a study of frontline employees in Northern Cyprus. Services Marketing Quarterly, 25(3), 1-17.
  • Kerse, G. (2017). İşe bağlanma ve politik davranış algısını etkileyen örgütsel faktörler, (Doctoral Dissertation, Atatürk University, Institute of Social Sciences, Erzurum).
  • Kerse, Y. and Gelibolu, L. (2015). Tüketicilerin etnosentrik eğilimlerinde rolü olan faktörlerin etkisinin incelenmesi: kars ilinde bir uygulama, Business & Management Studies: An International Journal, 3(2), 169-189.
  • Khatri, N. and Tsang, E. W. (2003). Antecedents and consequences of cronyism in organizations. Journal of Business Ethics, 43(4), 289-303.
  • Krausz, M., Koslowsky, M., Shalom, N. and Elyakim, N. (1995). Predictors of intentions to leave the ward, the hospital, and the nursing profession: A longitudinal study. Journal of Organizational Behavior, 16(3), 277-288.
  • Kurian, G. T. (2013). AMA dictionary of business and management. USA: AMACOM Books.
  • Lambert, E. G. (2006). I want to leave: A test of a model of turnover intent among correctional staff. Applied Psychology in Criminal Justice, 2(1), 57-83.
  • Martin, M. J. (2011). Influence of human resource practices on employee intention to quit. (Doctoral dissertation, Virginia Polytechnic Institute and State University, USA).
  • Misiurek, B. (2016). Standardized Work with TWI: Eliminating human errors in production and service processes. USA: CRC Press.
  • Nadeem, M. Ahmad, R., Ahmad, N., Batool, S. R. and Shafique, N. (2015). Favoritism, nepotism and cronyism as predictors of job satisfaction: Evidences from Pakistan. Journal of Business and Management Research, 8, 224-228.
  • Ören, K. (2007). Sosyal sermayede güven unsuru ve işgücü performansına etkisi. Kamu-İş, 9(1), 71-90.
  • Örücü, E. and Boz, H. (2014). Konaklama işletmelerinde işe alıştırma eğitiminin örgütsel bağlılığa etkisi, yönetim ve ekonomi. Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 21(1), 61-76.
  • Özler, H., Özler, D. E. and Gümüştekin G. E. (2007). Aile işletmelerinde nepotizmin gelişme evreleri ve kurumsallaşma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17, 437-450.
  • Ponzo, M. and Scoppa, V. (2010). The use of informal networks in Italy: Efficiency or favoritism? The Journal of Socio-Economics, 39(1), 89-99.
  • Prestholdt, P. H., Lane, I. M., and Mathews, R. C. (1987). Nurse turnover as reasoned action: Development of a process model. Journal of Applied Psychology, 72(2), 221-227.
  • Ritzer, G. (2011). Toplumun McDonaldlaştırılması: Çağdaş toplum yaşamının değişen karekteri üzerine bir inceleme (2. Ed., Ş. Süer Kaya, Çev.), İstanbul: Ayrıntı Yayınları.
  • Singh, J. (2000). Performance productivity and quality of frontline employees in service organizations. Journal of Marketing, 64(2), 15-34.
  • Şahin, M. D., Yıldırım Söylemez, E. and Koç, Y. D. (2016). Planlanmış davranış teorisi çerçevesinde aile işletmelerinde kurumsallaşma sürecinin irdelenmesi. Dumlupinar University Journal Of Social Science / Dumlupinar Üniversitesi Sosyal Bilimler Dergisi, Afro-Avrasya: 451-457.
  • Tett, R. P. and Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta analytic findings. Personnel Psychology, 46(2), 259-293.
  • Tsaur, S. H., Wang, C. H., Yen, C. H. and Liu, Y. C. (2014). Job standardization and service quality: The mediating role of prosocial service behaviors. International Journal of Hospitality Management, 40, 130-138.
  • Türkiye İnsan Yönetimi Derneği (2015). Çalışan devir oranı araştırma raporu. Retrieved from http://www.peryon.org.tr (15.10.2017).
  • Uppal, N. (2015). Antecedents and consequences of intention to quit the organisation and the profession. Journal for International Business and Entrepreneurship Development, 8(3), 183-201.
  • Vinton, K. L. (1998). Nepotism: An interdisciplinary model. Family Business Review, 11(4), 297-303.
  • Yi, C. X. (2012). Factors influencing intention to quit among bank employees in Malaysia. (Master Thesis, Tunku Abdul Rahman University, Faculty of Accountancy and Management, Malaysia).
  • Zeithaml, V.A., Berry, L.L. and Parasuraman, A. (1988). Communication and control processes in the delivery of service quality. Journal of Marketing, 52, 35-48.

I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention

Year 2018, Volume: 18 Issue: 4, 631 - 644, 23.10.2018

Abstract

The study focuses on hotel employees and the effect of perception of nepotism on turnover intention. It also explains the moderating role of job standardization over this effect. The data used in this study were obtained from a hotel located in Antalya, Turkey, during 2017. The data were collected via questionnaire and analyses were carried out using SPSS 18 and AMOS 18 programs. 134 questionnaires were evaluated and it was understood that perception of nepotism has a positive effect on hotel employees’ turnover intention. Additionally, the study has shown that work standardization plays a role in shaping the effect of nepotism on the turnover intention; in other words, it was observed that employees’ perceptions of nepotism, together with the perception of job standardization, intensified their intention to leave work. All of these findings are meant to be a guide for both hotel managers and investors who consider investing in tourism sector.

References

  • Abdalla, F. H., Maghrabi, S. and Raggad, G. B. (1998). Assessing the perceptions of human resource managers toward nepotism: A cross-cultural study. International Journal of Manpower, 19(8), 554-570.
  • Ajzen I. (1985). From intentions to actions: A theory of planned behavior. Kuhl, J. and Beckmann J. (eds.), Action Control. SSSP Springer Series in Social Psychology, Berlin: Springer.
  • Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179-211.
  • Altındağ, E. (2014). Evaluation of nepotism as accelerating effect on employee performance: An empirical study in Turkey. European Journal of Business and Social Sciences, 3(7), 97-104.
  • Araslı, H., Bavik, A. and Ekiz, E.H. (2008). 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.
  • Araslı, H. and Tümer, M. (2008). Nepotism, favoritism and cronyism: A study of their effects on job stress and job satisfaction in the banking industry of North Cyprus. Social Behavior and Personality, 36(9). 1237-1250.
  • Aslan, Z. (2014). İşgörenlerin tükenmişlik düzeylerinin işten ayrılma niyeti üzerine etkisi: istanbul’daki seyahat acentalarında bir araştırma. Nevşehir Hacı Bektaş Veli Üniversitesi Enstitüsü Dergisi, 3(1), 19-40.
  • Asunakutlu, T. and Umut, A. (2010). Aile işletmelerinde nepotizm algısı ve iş tatmini ilişkisi üzerine bir araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(2), 93-109.
  • Aydogan, I. (2009). Favoritism in the Turkish educational system: Nepotism, cronyism and patronage. Educational Policy Analysis and Strategic Research, 4(1), 19-35.
  • Babadağ, M. (2017). Liderlik tarzları ile işe yabancılaşma arasındaki ilişkide algılanan etik iklimin ve çalışanın kişilik özelliklerinin rolü. (Doktoral dissertation, Atatürk University, The Institute of Social Sciences, Erzurum).
  • Başar, U. and Varoğlu, A.K. (2016). Örgütsel politika algısının ihmalkârlık üzerindeki etkisinde işten ayrılma niyetinin aracı rolü. Yönetim ve Ekonomi, 23(3), 751-765.
  • Bolat, O. İ., Bolat, T., Seymen, O. and Katı, Y. (2017). Otellerde nepotizm (akraba kayırmacılığı) ve işten ayrılma niyeti ilişkisi: Kariyer düzleşmesinin aracılık etkisi. Manas Sosyal Araştırmalar Dergisi, 6(3), 157-180.
  • Büte, M. (2011a). Nepotizmin iş stresi, iş tatmini, olumsuz söz söyleme ve işten ayrılma niyeti üzerine etkileri: Aile işletmeleri üzerinde bir araştırma. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 20(1), 177-194.
  • Büte, M. (2011b). 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.
  • Büte, M. and Tekarslan, E. (2010). Nepotizm’in çalışanlar üzerine etkileri: Aile işletmelerine yönelik bir saha araştırması. Ekonomik ve Sosyal Araştırmalar Dergisi, 6(1), 1-21.
  • Firth, L., Mellor, D. J., Moore, K. A. and Loquet, C. (2004). How can managers reduce employee intention to quit? Journal Of Managerial Psychology, 19(2), 170-187.
  • Fong, Y. L. and Mahfar, M. (2013). Relationship between occupational stress and turnover intention among employees in a furniture manufacturing company in selangor. Journal Teknologi (Social Sciences) Sains Humanika, 64(1), 33-39. Good, L. K., Sisler, G. F. and Gentry, J. W. (1988). Antecedents of turnover intentions among retail management personnel. Journal of Retailing, 64(3), 295-314. Gyimah-Boadi, E. (2000). Conflict of interest, nepotism and cronyism. Source Book 2000, 5, 195-204.
  • Hage, J. and Aiken, M. (1969). Routine Technology, Social Structure, and Organization Goals. Administrative Science Quarterly, 14(3), 366-376.
  • Halawi, A. H. (2014). Stimuli and effect of the intention to leave the organization. European Scientific Journal, 1, 184-197.
  • Hartline, M. D., Maxham, J. G. and McKee, D. O. (2000). Corridors of influence in the dissemination of customer-oriented strategy to customer contact service employees. Journal of Marketing, 64(2), 35-50.
  • Hayajenh, A. F., Maghrabi, A. S. and Al-Dabbagh, T. H. (1994). Research note: Assessing the effect of nepotism on human resource managers. International Journal of Manpower, 15(1), 60-67.
  • Hsieh, Y. M. and Hsieh, A. T. (2001). Enhancement of service quality with job standardisation. Service Industries Journal, 21(3), 147-166.
  • Hsieh, Y. M. and Hsieh, A. T. (2003). Does job standardization increase job burnout? International Journal of Manpower, 24(5), 590-614.
  • Hsiung, T. L. and Hsieh, A. T. (2003). Newcomer socialization: The role of job standardization, Public Personnel Management, 32(4), 579-589.
  • Jones, R. and Stout, T. (2015). Policing nepotism and cronyism without losing the value of social connection. Industrial and Organizational Psychology, 8(1), 2-12.
  • Karacaoğlu, K. (2015), Çalışanların İş Güvencesizliğinin İşten Ayrılma Niyetleri Üzerindeki Etkisi: Alanya Bölgesindeki Beş Yıldızlı Otellerde Bir Araştırma, Uluslararası Alanya İşletme Fakültesi Dergisi, 7(1), 13-21.
  • Karahan, A. and Yılmaz, H. (2014). Nepotizm ve örgütsel bağlılık arasındaki ilişkinin incelenmesi ve bir uygulama. Sosyal ve Ekonomik Araştırmalar Dergisi, 27, 123-148.
  • Karasek, R. (1979). Job demands, job control, and mental strain: implications for job redesign. Administrative Science Quarterly, 24(2), 285-306.
  • Karatepe, O. M., Avcı, T. and Araslı, H. (2004). Effects of job standardization and job satisfaction on service quality: a study of frontline employees in Northern Cyprus. Services Marketing Quarterly, 25(3), 1-17.
  • Kerse, G. (2017). İşe bağlanma ve politik davranış algısını etkileyen örgütsel faktörler, (Doctoral Dissertation, Atatürk University, Institute of Social Sciences, Erzurum).
  • Kerse, Y. and Gelibolu, L. (2015). Tüketicilerin etnosentrik eğilimlerinde rolü olan faktörlerin etkisinin incelenmesi: kars ilinde bir uygulama, Business & Management Studies: An International Journal, 3(2), 169-189.
  • Khatri, N. and Tsang, E. W. (2003). Antecedents and consequences of cronyism in organizations. Journal of Business Ethics, 43(4), 289-303.
  • Krausz, M., Koslowsky, M., Shalom, N. and Elyakim, N. (1995). Predictors of intentions to leave the ward, the hospital, and the nursing profession: A longitudinal study. Journal of Organizational Behavior, 16(3), 277-288.
  • Kurian, G. T. (2013). AMA dictionary of business and management. USA: AMACOM Books.
  • Lambert, E. G. (2006). I want to leave: A test of a model of turnover intent among correctional staff. Applied Psychology in Criminal Justice, 2(1), 57-83.
  • Martin, M. J. (2011). Influence of human resource practices on employee intention to quit. (Doctoral dissertation, Virginia Polytechnic Institute and State University, USA).
  • Misiurek, B. (2016). Standardized Work with TWI: Eliminating human errors in production and service processes. USA: CRC Press.
  • Nadeem, M. Ahmad, R., Ahmad, N., Batool, S. R. and Shafique, N. (2015). Favoritism, nepotism and cronyism as predictors of job satisfaction: Evidences from Pakistan. Journal of Business and Management Research, 8, 224-228.
  • Ören, K. (2007). Sosyal sermayede güven unsuru ve işgücü performansına etkisi. Kamu-İş, 9(1), 71-90.
  • Örücü, E. and Boz, H. (2014). Konaklama işletmelerinde işe alıştırma eğitiminin örgütsel bağlılığa etkisi, yönetim ve ekonomi. Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 21(1), 61-76.
  • Özler, H., Özler, D. E. and Gümüştekin G. E. (2007). Aile işletmelerinde nepotizmin gelişme evreleri ve kurumsallaşma. Selçuk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17, 437-450.
  • Ponzo, M. and Scoppa, V. (2010). The use of informal networks in Italy: Efficiency or favoritism? The Journal of Socio-Economics, 39(1), 89-99.
  • Prestholdt, P. H., Lane, I. M., and Mathews, R. C. (1987). Nurse turnover as reasoned action: Development of a process model. Journal of Applied Psychology, 72(2), 221-227.
  • Ritzer, G. (2011). Toplumun McDonaldlaştırılması: Çağdaş toplum yaşamının değişen karekteri üzerine bir inceleme (2. Ed., Ş. Süer Kaya, Çev.), İstanbul: Ayrıntı Yayınları.
  • Singh, J. (2000). Performance productivity and quality of frontline employees in service organizations. Journal of Marketing, 64(2), 15-34.
  • Şahin, M. D., Yıldırım Söylemez, E. and Koç, Y. D. (2016). Planlanmış davranış teorisi çerçevesinde aile işletmelerinde kurumsallaşma sürecinin irdelenmesi. Dumlupinar University Journal Of Social Science / Dumlupinar Üniversitesi Sosyal Bilimler Dergisi, Afro-Avrasya: 451-457.
  • Tett, R. P. and Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta analytic findings. Personnel Psychology, 46(2), 259-293.
  • Tsaur, S. H., Wang, C. H., Yen, C. H. and Liu, Y. C. (2014). Job standardization and service quality: The mediating role of prosocial service behaviors. International Journal of Hospitality Management, 40, 130-138.
  • Türkiye İnsan Yönetimi Derneği (2015). Çalışan devir oranı araştırma raporu. Retrieved from http://www.peryon.org.tr (15.10.2017).
  • Uppal, N. (2015). Antecedents and consequences of intention to quit the organisation and the profession. Journal for International Business and Entrepreneurship Development, 8(3), 183-201.
  • Vinton, K. L. (1998). Nepotism: An interdisciplinary model. Family Business Review, 11(4), 297-303.
  • Yi, C. X. (2012). Factors influencing intention to quit among bank employees in Malaysia. (Master Thesis, Tunku Abdul Rahman University, Faculty of Accountancy and Management, Malaysia).
  • Zeithaml, V.A., Berry, L.L. and Parasuraman, A. (1988). Communication and control processes in the delivery of service quality. Journal of Marketing, 52, 35-48.
There are 53 citations in total.

Details

Primary Language English
Subjects Economics
Journal Section Research Article
Authors

Gökhan Kerse This is me 0000-0002-1565-9110

Mustafa Babadağ 0000-0002-0198-7105

Publication Date October 23, 2018
Acceptance Date July 3, 2018
Published in Issue Year 2018 Volume: 18 Issue: 4

Cite

APA Kerse, G., & Babadağ, M. (2018). I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention. Ege Academic Review, 18(4), 631-644.
AMA Kerse G, Babadağ M. I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention. ear. October 2018;18(4):631-644.
Chicago Kerse, Gökhan, and Mustafa Babadağ. “I’m Out If Nepotism Is In: The Relationship Between Nepotism, Job Standardization and Turnover Intention”. Ege Academic Review 18, no. 4 (October 2018): 631-44.
EndNote Kerse G, Babadağ M (October 1, 2018) I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention. Ege Academic Review 18 4 631–644.
IEEE G. Kerse and M. Babadağ, “I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention”, ear, vol. 18, no. 4, pp. 631–644, 2018.
ISNAD Kerse, Gökhan - Babadağ, Mustafa. “I’m Out If Nepotism Is In: The Relationship Between Nepotism, Job Standardization and Turnover Intention”. Ege Academic Review 18/4 (October 2018), 631-644.
JAMA Kerse G, Babadağ M. I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention. ear. 2018;18:631–644.
MLA Kerse, Gökhan and Mustafa Babadağ. “I’m Out If Nepotism Is In: The Relationship Between Nepotism, Job Standardization and Turnover Intention”. Ege Academic Review, vol. 18, no. 4, 2018, pp. 631-44.
Vancouver Kerse G, Babadağ M. I’m Out If Nepotism is in: The Relationship Between Nepotism, Job Standardization and Turnover Intention. ear. 2018;18(4):631-44.