Modeling Effect of Nepotism in Workplace on Turn-over Intention, Job Satisfaction, and Job Performance of General Directorate and Departments of Youth and Sports in City of Tehran

Our aim in this work was to identify the effect of nepotism in the workplace on turn-over intention, job satisfaction, and job performance of the employees of the General Directorate and departments of youth and sports in the city of Tehran. 179 people were selected as the sample, and answered the questions of the research questionnaires. The findings showed that nepotism had a positive and significant effect on the turn-over intention. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant. Introduction In today's world, the organizations have realized that their most important assets are human resources, which are an important factor involved in the success and development of any organization, and no organization will be able to achieve all its goals without it. Today, the major problem for most organizations, especially in the developing countries, is not a shortage of raw materials, energy or even technology; rather, they are issues that directly or indirectly relate to the human resource management. One of the most important issues that the organizations face is employing relatives, acquaintances, friends, and people who have been commissioned and supported in the organizations, called nepotism. This variable can disrupt the performance of human resource management in the organization, and consequently, the efficiency and productivity of the organizations will be affected by affecting important organizational variables such as job satisfaction, willingness to leave the job, and job performance of the employees.

The present work was a descriptive survey. The statistical population of the work was the employees of General Directorate and departments of the youth and sports in the city of Tehran (336), 179 of which were randomly selected. The Bute (2011), Bobin, Boles (2004), and Kaman (1997) questionnaires were used for measuring the research variables. For data analysis and identification of the effects of the research variables, the structural equation modeling was used by the LISREL software.

The findings showed that nepotism had a positive and significant effect on the turn-over intention of the staff. Also the effect of nepotism on job satisfaction and job performance of the staff was negative and significant. In general, it can be stated that favoritism in workplace is an unprofessional and unethical phenomenon, and it can affect the effectiveness, efficiency, and overall performance of the organization.