The Effect of Workers Perceptions of Nepotism on Organizational Dissent Attitudes: A Study on Socks Sector Workers in Istanbul

The aim of this study is to investigate the effects of nepotism practices on the tendency of the employees at the socks sector to show organizational dissent behaviors. Although there are studies in literature suggesting that nepotism practices have positive effects, mostly they adversely affect the trust and motivations of the employees and cause the perception of equality and justice to be damaged. Similarly, when the effects of employees exposed to nepotism practices on their attitudes and behaviors such as organizational silence, commitment, job satisfaction are examined, it is possible to see similar negative effects as a triggering factor on their tendency to show organizational dissent behavior. The emergence of organizational dissent behavior in the employees follows the existence of an event which will trigger the perception of the problem, lead to a disagreement and lead the employees to say their thoughts. Kassing (2009) says that the main causes of organizational dissent; employees behaviors against each other, low efficiency, decision making process, distribution of authority/duties and resources, ethical and unlawful practices and performance evaluation injustice. In the first part of the study; the concept of nepotism, the second part; the concept of organizational dissent is discussed. In the last chapter, an empirical study was conducted on the relationship between the two concepts and the results of the analysis were given. It was used in our research; Ford and McLaughin (1985) and Abdalla et al. (1998) developed scale for human resources managers and scale adapted for employees by Asunakutlu and Avcı (2010). In order to measure attitudes towards Organizational Dissent behaviors, the scale developed by Kassing (1998) and adapted by Aksel (2013) was used. There are a total of 272 employees working in socks business in Istanbul. T test, ANOVA and correlation analysis were performed by using the data obtained from the survey. In this context, the findings of the study to determine the possible effects of nepotism perceptions of socks industry employees in İstanbul on organizational dissent behaviors showed that there was no interaction between dissent and nepotism. However, it was found that latent dissent is affected by recruitment nepotism; articulated dissent is not affected and displaced dissent is affected by both types of nepotism.