Coping with Favoritism in Recruitment and Selection: A Communal Perspective

Jasper Hotho; Dana Minbaeva; Maral Muratbekova-Touron; Larissa Rabbiosi

doi:10.1007/s10551-018-4094-9

Coping with Favoritism in Recruitment and Selection: A Communal Perspective

Jasper Hotho^*, Dana Minbaeva, Maral Muratbekova-Touron, Larissa Rabbiosi

^*Corresponding author for this work

Human Resource Management

Research output: Contribution to journal › Article › peer-review

19 Citations (Scopus)

Abstract

We examine how recruiting managers cope with communal norms and expectations of favoritism during recruitment and selection processes. Combining insights from institutional theory and network research, we develop a communal perspective on favoritism that presents favoritism as a social expectation to be managed. We subsequently hypothesize that the communal ties between job applicants and managers affect the strategies that managers employ to cope with this expectation. We test these ideas using a factorial survey of the effects of clan ties on recruitment and selection processes in Kazakhstan. The results confirm communal ties as antecedents to the strategies managers use to cope with communal favoritism. Surprisingly, the results also show that these coping strategies are relatively decoupled from managers’ recruitment decisions. The findings contribute to favoritism research by drawing attention to the mitigating work of managers in societies in which favoritism is common.

Original language	English
Pages (from-to)	659-679
Number of pages	21
Journal	JOURNAL OF BUSINESS ETHICS
Volume	165
Issue number	4
DOIs	https://doi.org/10.1007/s10551-018-4094-9
Publication status	Published - 1 Sept 2020

Keywords

Business ethics
Communities
Favoritism
Human resource management
Institutional logics
Recruitment and selection

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10.1007/s10551-018-4094-9

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title = "Coping with Favoritism in Recruitment and Selection: A Communal Perspective",

abstract = "We examine how recruiting managers cope with communal norms and expectations of favoritism during recruitment and selection processes. Combining insights from institutional theory and network research, we develop a communal perspective on favoritism that presents favoritism as a social expectation to be managed. We subsequently hypothesize that the communal ties between job applicants and managers affect the strategies that managers employ to cope with this expectation. We test these ideas using a factorial survey of the effects of clan ties on recruitment and selection processes in Kazakhstan. The results confirm communal ties as antecedents to the strategies managers use to cope with communal favoritism. Surprisingly, the results also show that these coping strategies are relatively decoupled from managers{\textquoteright} recruitment decisions. The findings contribute to favoritism research by drawing attention to the mitigating work of managers in societies in which favoritism is common.",

keywords = "Business ethics, Communities, Favoritism, Human resource management, Institutional logics, Recruitment and selection",

author = "Jasper Hotho and Dana Minbaeva and Maral Muratbekova-Touron and Larissa Rabbiosi",

note = "Funding Information: The authors thank Marta Geletkanycz, Michael Lounsbury, and seminar participants at WU Vienna, Norwegian School of Economics, and Radboud University Nijmegen for their encouraging comments on early drafts of this paper. The authors also thank the reviewers and editor Harry van Buren III of the Journal of Business Ethics for their constructive suggestions. Publisher Copyright: {\textcopyright} 2018, The Author(s).",

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doi = "10.1007/s10551-018-4094-9",

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AU - Minbaeva, Dana

AU - Muratbekova-Touron, Maral

AU - Rabbiosi, Larissa

N1 - Funding Information: The authors thank Marta Geletkanycz, Michael Lounsbury, and seminar participants at WU Vienna, Norwegian School of Economics, and Radboud University Nijmegen for their encouraging comments on early drafts of this paper. The authors also thank the reviewers and editor Harry van Buren III of the Journal of Business Ethics for their constructive suggestions. Publisher Copyright: © 2018, The Author(s).

PY - 2020/9/1

Y1 - 2020/9/1

N2 - We examine how recruiting managers cope with communal norms and expectations of favoritism during recruitment and selection processes. Combining insights from institutional theory and network research, we develop a communal perspective on favoritism that presents favoritism as a social expectation to be managed. We subsequently hypothesize that the communal ties between job applicants and managers affect the strategies that managers employ to cope with this expectation. We test these ideas using a factorial survey of the effects of clan ties on recruitment and selection processes in Kazakhstan. The results confirm communal ties as antecedents to the strategies managers use to cope with communal favoritism. Surprisingly, the results also show that these coping strategies are relatively decoupled from managers’ recruitment decisions. The findings contribute to favoritism research by drawing attention to the mitigating work of managers in societies in which favoritism is common.

AB - We examine how recruiting managers cope with communal norms and expectations of favoritism during recruitment and selection processes. Combining insights from institutional theory and network research, we develop a communal perspective on favoritism that presents favoritism as a social expectation to be managed. We subsequently hypothesize that the communal ties between job applicants and managers affect the strategies that managers employ to cope with this expectation. We test these ideas using a factorial survey of the effects of clan ties on recruitment and selection processes in Kazakhstan. The results confirm communal ties as antecedents to the strategies managers use to cope with communal favoritism. Surprisingly, the results also show that these coping strategies are relatively decoupled from managers’ recruitment decisions. The findings contribute to favoritism research by drawing attention to the mitigating work of managers in societies in which favoritism is common.

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KW - Communities

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Coping with Favoritism in Recruitment and Selection: A Communal Perspective

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