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What About the Rest of Us? The Importance of Organizational Culture in Nepotistic Environments

  • Benjamin Biermeier-Hanson (a1)

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To date, empirical investigations into whether nepotism, specifically, or social connection preference (SCP), generally, is positive or negative within the realm of organizational scholarship has been limited. Indeed, most of the early discussions in this field on the subject have focused on previous work done outside the organizational area (i.e., Bellow, 2003). A recent Society for Industrial and Organizational Psychology Organizational Frontier Series book on the subject has brought some initial attention to the subject by approaching it from multiple domains within the organizational literature (Jones, 2012). Jones and Stout (2015) have highlighted the possible advantages and disadvantages of SCPs and have taken the stand that SCPs might in fact provide more benefits than drawbacks, particularly given that formalized policies may lead to unfair discrimination.

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Corresponding author

Correspondence concerning this article should be addressed to Benjamin Biermeier-Hanson, Department of Psychological Science, Albion College, 611 East Porter Street, Albion, MI 49224. E-mail: biermeierhanson@gmail.com

References

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Bellow, A. (2003). In praise of nepotism: A natural history. New York, NY: Doubleday.
Biermeier-Hanson, B., Nieminen, L. R. G., & Dickson, M. W. (2012, April). The effect of nepotism on bystander job attitudes. Poster presented at the 27th Annual Conference of the Society for Industrial and Organizational Psychology, San Diego, CA.
Denison, D., Lief, C., & Ward, J. L. (2004). Culture in family-owned enterprises: Recognizing and leveraging unique strengths. Family Business Review, 17, 6170. doi:10.1111/j.1741-6248.2004.00004.x
Dickson, M. W., Nieminen, L. R. G., & Biermeier-Hanson, B. (2012). Nepotism and organizational homogeneity: How the attraction–selection–attrition (ASA) process is accelerated by nonmerit-based decision making. In Jones, R. G. (Ed.), Nepotism in organizations (pp. 93128). New York, NY: Routledge.
Jones, R. G. (Ed.). (2012). Nepotism in organizations. New York, NY: Routledge.
Jones, R. G., & Stout, T. (2015). Policing cronyism and nepotism without losing the value of social connection. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8, 212.
Kotrba, L. M., Gillespie, M. A., Schmidt, A. M., Smerek, R. E., Ritchie, S. A., & Denison, D. R. (2012). Do consistent corporate cultures have better business performance? Exploring the interaction effects. Human Relations, 65, 241262. doi:10.1177/0018726711426352
Schein, E. H. (1985). Organizational culture and leadership: A dynamic view. San Francisco, CA: Jossey-Bass.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437453. doi:10.1111/j.1744-6570.1987.tb00609.x

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What About the Rest of Us? The Importance of Organizational Culture in Nepotistic Environments

  • Benjamin Biermeier-Hanson (a1)

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