Main Article Content
This study aims to investigate the impact of preferential treatment: favoritism, nepotism and cronyism, on job motivation, job satisfaction and organizational commitment in the private banking sector, Myanmar. The convenient sampling method was used in the data collection. The self-administered questionnaires were distributed to the employees working at the domestic private banks through both online and offline methods. In total, 383 questionnaires could be used for data analysis by using regression analysis. From the obtained results, favoritism and nepotism are positively significant on job motivation and job satisfaction, whereas nepotism shows a negative significance on organizational commitment. In conclusion, the research results were highlighted both theoretical and managerial implications from the impact of favoritism, nepotism and cronyism on job motivation, job satisfaction and organizational commitment. Thus, managing human resource management activities based on principle of merits rather than preferential treatments, can support the better performance of Myanmar private banks with the qualified and well-trained staffs, for long-term survival as Qualified ASEAN Banks (QABs).
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