Impact of Nepotism on Turnover Intention and Employee Morale and Productivity: Mediating Role of Job Stress and Moderating Role of Workplace Incivility

Abstract

This study aims to investigate the impact of nepotism on turnover intention of employees and its influence on employee morale and productivity. Moreover, this study also investigates the mediating role of job stress and the moderating role of workplace incivility. The research adopts a quantitative approach to collect and analyze data from a sample of employees across banking industry of twin cities in Pakistan. This study aims to see the nepotism or favoritism shown by managers of organizations towards their relatives or friends, this can have a destructive effect on productivity, employee’s morale or trust, employees may intent to leave the organization. Through this study, we’ll see that due to nepotism employees feel stressed and due to that they are more likely to consider leaving their jobs and similarly morale and productivity of the worker automatically decrease. To test the hypothesis, primary data is obtained through structured questionnaire based on a 5-point Likert scale, and it is a quantitative research method. Responses were collected using a convenience sampling technique from 300 respondents that are working in a banking industry of twin cities in Pakistan. According to this research, presence of a nepotism in an organization can cause job stress in employees and then turnover intention among employees increases. Responses are examined using statistical tests through SPSS software and by using a advanced statistical techniques such as regression, correlation and mediation/moderation analysis. Furthermore, the study's results can inform policymakers and human resource practitioners in formulating guidelines and interventions to foster fair and equitable work environments.