When the structure of country economies is examined, it is seen that family businesses constitute a very important part. Family businesses have some advantages and weaknesses created by the intertwining of the concepts of family and business. One of the main problems experienced in family businesses is nepotism. Nepotism, which expresses favoritism towards relatives, manifests itself especially in family businesses where kinship relations come to the fore. Whether these favoritism practices in family businesses are fair or not goes through some evaluations in the minds of the employees who are a part of the organization. The individual's judgment regarding favoritist practices shapes the perceived perception of justice. In this sense, the effect of nepotism practices in family businesses on employees' perception of organizational justice is important. The aim of this study is to reveal the effect of nepotism practices in family businesses on the perception of justice of employees who are a part of the organization. In addition, it was also examined whether the demographic characteristics of employees such as gender, age, working time in the company, and professional seniority differ according to nepotism and perceived organizational justice. For this purpose, a survey was conducted with a quantitative paradigm with 397 white-collar family business employees working in Çorum province, which constitutes the sample of the research. The data obtained in the study were analyzed through the SPSS program. In the analysis of data; independent samples t test, one-way analysis of variance (ANOVA), Pearson correlation analysis and regression analyzes were applied. As a result of the analysis, it was found that the recruitment and transaction dimensions of nepotism have a negative effect on perceived organizational justice, the promotion dimension does not have a significant effect, and these three dimensions that constitute nepotism explain the change in perceived organizational justice by 14%. In addition, nepotism varies according to the professional seniority and education levels of employees; It was found that perceived organizational justice varies according to the age of employees, length of employment in the enterprise, professional seniority and education level.
Family businesses, kin selection, nepotism, organizational justice, perceived organizational justice