NEPOTISM, FAVOURITISM, CRONYISM, ORGANIZATIONAL TRUST AND ORGANIZATIONAL COMMITMENT IN PRIVATE BANK EMPLOYEES

Abstract

The study was conducted to find out the determinants of organizational trust and organizational commitment among male employees of private sector banks. Correlational research was used to study the impact of nepotism-favouritism and cronyism. A sample of 155 male employees was taken from the private sector banks. A scale on Nepotism-favouritism and Cronyism, Organizational Commitment and Organizational Trust (Demaj, 2012) was used. It was hypothesized that there would be significant negative relationship among nepotism-favouritism, cronyism, organizational trust and organizational commitment. Data were analysed using Pearson product moment correlation and regression. Results of study revealed that nepotism- favouritism was positively correlated with organizational commitment (r=. 28**, p < .01). Linear regression showed 8% variance in organizational commitment accounted by predictor variables; nepotism-favouritism. Results of the study are contradictory with previous literature and implications are discussed in detail.