Effects of Reengineering, Nepotism and Mobbing on the Employee Performance

Mehmet Sahin Gok and Merve Ekmekci

For the purpose of adapting to the fast-developing dynamic environment and being a part of this development, reengineering has the importance of being a significant argument for companies. On the other hand, nepotism and mobbing which can be seen as in-company negative conflicts have the potential of adversely affecting this development process. In this sense, this study focuses on evaluating the effects of reengineering, nepotism and mobbing on employee performance. Within the scope of this study, 204 valid questionnaires have been received from finance sector and certain analyses have been conducted by use of multiple regression model. With the analysis results, it has been concluded that “company key features” and “structural characteristics of the organization” which are the sub-dimensions of reengineering are directly and positively effective on employee performance. The analysis results not only contribute to the related domain literature, but also present advices to the implementers. This study has great importance as it assesses employee performance in an integrated manner that is in terms of reengineering as a positive factor and in terms of nepotism and mobbing as a negative factor.