Negative Effects Of Nepotism

Those, who are of the opinion that the in-group members or relatives have superior performance rather than out-group members or non-relatives, prefer to recruit on the basis of beliefs. However, these kinds of beliefs may not reflect the truth properly. The belief of that in-group members or relatives would be more efficient may consist of the prejudices.
4.2. Trust in Loyalty
One of the main reason for the occurrence of nepotism has been based on trust in loyalty. As mentioned before, the new elected popes were assigning their relatives, especially their brothers and nephews in order to protect themselves against possible plots which were organized by people who disagreed with them. Thus, popes were assigning the people they trust in their

5.2. Discrimination
Nepotism is also a pervasive phenomenon within discrimination challenge. That is, it may lead to unjust and prejudicial treatments in private and public sectors.
Lentz and Laband (1989) have shown that the children of doctors were about 14 percent more likely to be admitted to medical school that are comparable other applicants. That is, medical school admissions are characterized by nepotism and favoritism toward the children of doctors, as compared against children of non-doctors.
Besides, the study of Brick et al. (2005) might be given to confirm that there has been an excessive nepotism and cronyism on the professional groups as well. They found a significant positive relation between CEO and director compensation. In other words, the excess compensation of boards of directors takes its source from cronyism and mutual back scratching. It is also linked to a poor firm performance.
5.3. Lack of

In the scope of their study, they conducted a survey over 272 health staff in a hospital in Turkey. The result of their investigation has shown that nepotism had negative effect on organizational commitment. In other words, organizational commitment is very low in organizations in which nepotistic implementations are so common. They have also observed that nepotistic implementations in organizations caused the lack of motivation, job stress and ineffectiveness.
Besides, there are several types of organizational commitment but the most accepted and well-known classification belongs to Meyer and Allen. According to them, there are three types of organizational commitment: (Meyer and Allen, 1984)
Emotional Commitment. Because of that employee has an emotional bond with organization, s/he never wants to leave from the organization. It can also be said that the employee has identified with the