Abstract: This study aims to investigate the extent of interconnection between recruitment and selection policies employed at Jordanian universities, and how these policies affect job performance. Nepotism is also employed as the moderating variable to determine if it has any effect on these policies. The analytical descriptive approach was the methodology used in the study. A sample of 227 managers and their assistants from ten public universities in Jordan were selected to examine the impact of such recruitment and selection on job performance, mediated by nepotism. The results supported the practice of recruitment and selection process in Jordanian universities, and nepotism indeed played a mediating role between recruitment, selection and job performance. These findings explain how the extent of HR practices in terms of recruitment and selection impact job performance. The study came up with recommendations that may make the process of selection and recruitment more dynamic and created a development in that process. Some of these recommendations are to create a suitable environment based on scientific criteria pertaining to the process of selection and recruitment and develop the role of human resource management making it as a system. The system should consist of different parts which affect each other.
Keywords: Recruitment, Selection, Nepotism, job performance, Jordanian universities.
Title: THE MODERATING EFFECT OF NEPOTISM AND THE EFFECTS OF RECRUITMENT AND SELECTION ON JOB PERFORMANCE: AN EMPIRICAL STUDY IN JORDANIAN UNIVERSITIES
Author: AHMAD SULIEMAN, AL RJOUB
International Journal of Management and Commerce Innovations
ISSN 2348-7585 (Online)
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