Nepotism in organizations:
"Preface Nepotism is a pervasive phenomenon in human organizations (Bellow, 2003). The Family Firm Institute (FFI, 2009), a group of practitioners and academics with about 1,500 members, is designed to provide "education and networking services" to consultants of family firms. The Web...
Gespeichert in:
| Weitere beteiligte Personen: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | Englisch |
| Veröffentlicht: |
New York
Routledge
2012
|
| Schriftenreihe: | SIOP Organizational frontiers series
|
| Schlagwörter: | |
| Links: | https://learning.oreilly.com/library/view/-/9780415882767/?ar |
| Zusammenfassung: | "Preface Nepotism is a pervasive phenomenon in human organizations (Bellow, 2003). The Family Firm Institute (FFI, 2009), a group of practitioners and academics with about 1,500 members, is designed to provide "education and networking services" to consultants of family firms. The Web page for FFI (www.ffi.org) states that family firms are "the dominant form of business organization worldwide." Although this statement appears to be unsubstantiated by research evidence, it would be easy to argue that family connections are a major determinant of behavior in organizations. For example, major stockholders of one of the most successful business enterprises in the last century, Walmart, are relatives of its founder. It is not hard to find other examples of the integration of familial and organizational relationships (Bellow, 2003). Given that a primary purpose of industrial-organizational (I-O) psychology is to study behavior in work organizations from the perspective of scientific psychology, it is remarkable how little descriptive research exists on this topic. A PsychInfo search using the search phrase "nepotism and organizations" yielded 27 articles, and included several about animal behavior (with notable exceptions in the I-O psychology literature by Werbel and Hames, 1996, and Kets de Vries, 1993). Apologists might argue that broader organizational studies have dealt with this under such umbrellas as social capital. However, research in ethological journals suggests that there is a meaningful set of psychological phenomena related specifically to nepotism that has not been explored in organizations. The titles found in this search ("In Praise of Nepotism," "Anti-Nepotism Reconsidered," "Nepotism: Boon or Bane") suggest another possible explanation for this lack of"-- |
| Beschreibung: | Includes bibliographical references and index. - Print version record |
| Umfang: | 1 Online-Ressource (xxiv, 293 Seiten) illustrations |
| ISBN: | 9781136651427 113665142X 9780203805886 0203805887 9781136651410 1136651411 1299693067 9781299693067 9781136651373 1136651373 9780815390831 0815390831 9780415882767 |
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| indexdate | 2025-01-17T11:21:42Z |
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| spelling | Nepotism in organizations edited by Robert G. Jones New York Routledge 2012 1 Online-Ressource (xxiv, 293 Seiten) illustrations Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier SIOP Organizational frontiers series Includes bibliographical references and index. - Print version record "Preface Nepotism is a pervasive phenomenon in human organizations (Bellow, 2003). The Family Firm Institute (FFI, 2009), a group of practitioners and academics with about 1,500 members, is designed to provide "education and networking services" to consultants of family firms. The Web page for FFI (www.ffi.org) states that family firms are "the dominant form of business organization worldwide." Although this statement appears to be unsubstantiated by research evidence, it would be easy to argue that family connections are a major determinant of behavior in organizations. For example, major stockholders of one of the most successful business enterprises in the last century, Walmart, are relatives of its founder. It is not hard to find other examples of the integration of familial and organizational relationships (Bellow, 2003). Given that a primary purpose of industrial-organizational (I-O) psychology is to study behavior in work organizations from the perspective of scientific psychology, it is remarkable how little descriptive research exists on this topic. A PsychInfo search using the search phrase "nepotism and organizations" yielded 27 articles, and included several about animal behavior (with notable exceptions in the I-O psychology literature by Werbel and Hames, 1996, and Kets de Vries, 1993). Apologists might argue that broader organizational studies have dealt with this under such umbrellas as social capital. However, research in ethological journals suggests that there is a meaningful set of psychological phenomena related specifically to nepotism that has not been explored in organizations. The titles found in this search ("In Praise of Nepotism," "Anti-Nepotism Reconsidered," "Nepotism: Boon or Bane") suggest another possible explanation for this lack of"-- Family corporations Nepotism Sociétés familiales Népotisme BUSINESS & ECONOMICS ; Industries ; General Jones, Robert G. 1955- MitwirkendeR ctb 9780415882767 Erscheint auch als Druck-Ausgabe 9780415882767 |
| spellingShingle | Nepotism in organizations Family corporations Nepotism Sociétés familiales Népotisme BUSINESS & ECONOMICS ; Industries ; General |
| title | Nepotism in organizations |
| title_auth | Nepotism in organizations |
| title_exact_search | Nepotism in organizations |
| title_full | Nepotism in organizations edited by Robert G. Jones |
| title_fullStr | Nepotism in organizations edited by Robert G. Jones |
| title_full_unstemmed | Nepotism in organizations edited by Robert G. Jones |
| title_short | Nepotism in organizations |
| title_sort | nepotism in organizations |
| topic | Family corporations Nepotism Sociétés familiales Népotisme BUSINESS & ECONOMICS ; Industries ; General |
| topic_facet | Family corporations Nepotism Sociétés familiales Népotisme BUSINESS & ECONOMICS ; Industries ; General |
| work_keys_str_mv | AT jonesrobertg nepotisminorganizations |