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Nepotism in Organizations

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anti-nepotism
Anti-nepotism Policies
ASA Model
business
career
career advancement barriers
Career Decision Making
Category=JMH
Category=JMJ
Category=KJMV2
Category=KJU
Counterproductive Work Behaviors
couples
cultural factors in hiring
Disparate Treatment Theory
dual
Dual Career Couples
Enlightened Stakeholder Theory
eq_bestseller
eq_business-finance-law
eq_isMigrated=1
eq_isMigrated=2
eq_nobargain
eq_non-fiction
eq_society-politics
Experience Work Family
family
Family Employees
Family Incumbent
family influence in employment
Family Supportive Work Environment
In-group Members
Ingroup Members
Job Search Intensity
Job Search Methods
meritocracy challenges
nepotistic
Nepotistic Practices
Nepotistic Relationships
Non-family Members
Nonfamily Employees
Nonfamily Members
organizational behavior theory
policies
policy
practices
quantitative nepotism research applications
Van Hooft
Vice Versa
Work Family Conflict
Work Family Culture
Work Family Interface
workplace social dynamics

Product details

  • ISBN 9780415882767
  • Weight: 580g
  • Dimensions: 152 x 229mm
  • Publication Date: 06 Sep 2011
  • Publisher: Taylor & Francis Ltd
  • Publication City/Country: GB
  • Product Form: Hardback
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Description
There is a huge elephant in the room: organizational decisions are often based on family relationships, rather than on the ‘rational’ approach advocated by many professionals. Textbooks on Human Resources, Management, Organizational Behavior, Economics, Public Administration, and a host of related areas seem to have entirely missed this important aspect of organizational decision making. This book seeks to change all of this. By clearly identifying and defining nepotism in organizations, this book pulls back the curtain on the primary basis for many of the important things that really happen in organizations, large and small. The authors skillfully weave examples of nepotism in real organizations with the usual scholarly textbook topics (hiring, leadership, employment law, career search, culture, etc.) in a way that defines an entire new field of quantitative organizational research. This new book in SIOP's Organizational Frontiers series represents the first time IO psychologists have looked at the important subject of nepotism in organizations.
About

Robert G. Jones is professor of psychology and department head at Missouri State University. After a first career in music and banking, Bob returned to school to get his PhD in industrial/organizational psychology from The Ohio State University in 1992. In this second career, Bob and his students, colleagues, and clients have dealt with a broad range of issues in selection and assessment. Most of this work has focused on understanding and managing the basis for applied, person-perception-based assessments, including emotive perception and prejudices. He has addressed these issues in various publications, numerous applied settings, and classrooms in the U.S., Australia, and the Netherlands. As Book Review Editor of Personnel Psychology (1994-2004), Bob had the pleasant task of reading lots of books, including the ones that inspired this one.