Abstract:

In the globalizing competitive environment, the perception of organizational justice is important in the motivation, effectiveness and efficiency of human resource, which are known to have become a determining factor in the competitiveness of organizations. It may be perceived as unfair by other employees that managers who resort to favoritism by using their power resources give their relatives privileges in promotion, reward, transaction, punishment and employment. Other employees can also respond to favoritism and the organization that paved the way for this situation with revenge in order to ensure justice. In this study, the effects of perceived Nepotism on organizational revenge were investigated. In the literature review on the subject, no study has been found that examines the effect of Nepotism on revenge or organizational revenge by taking public institutions as a sample. In the private sector, the effect of nepotism on revenge has been studied. From this point of view, because our study takes the public institution as a sample, it is unique, and has an exploratory and pioneering feature. Employees of a metropolitan municipality were chosen as the sample of the research and became the subject of research. The survey questions were answered by the office workers in the main service building of the municipality. The results of the research show that perceived Nepotism positively affect organizational revenge.

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