Özet:

The fundamental aspect of human nature is the desire to adhere to a particular place. Individuals tend to experience a greater sense of belonging in communities that share cultural elements such as ancestry, religion, and language. This need has given rise to discriminatory practices, which continue to exist in a variety of disciplines, from interpersonal relationships to politics, using a variety of justifications and methods. In the context of public or private sector appointments and promotions, favoritism refers to the practice of bestowing privileges to individuals or groups based on personal relationships, kinship, or political affiliations. Nepotism has emerged as a result of recruitment processes conducted at the discretion of managers without consideration of the organization's experience and ethical standards. In numerous institutions and organizations, favoritism can substitute for merit, resulting in a variety of negative effects on employees. The literature reflects the distress caused by the proliferation of nepotism applications in many sectors, prompting researchers to focus on this issue. The purpose of this study is to investigate favoritism practices in the service sector. It provides a conceptual framework to explain the causes, effects, and types of favoritism, as well as its influence on service sector employees.

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