Nepotism and Its Impact on Meritocracy and Institutional Trust in Employment and Education
Explore the intricate relationship between nepotism and its impact on meritocracy and institutional trust in employment and education. Discover research topic ideas that delve into how nepotism affects fairness and opportunities in various sectors.
QUANTITATIVE AND QUALITATIVE RESEARCH
Realyn Manalo
5/26/20253 min read
In many developing nations, the promise of merit-based hiring is often undermined by deeply embedded nepotistic practices. In the Philippines and elsewhere, the perception that personal connections outweigh qualifications when securing employment—especially in public institutions—contributes to public distrust, disillusionment among youth, and diminished motivation for achievement. While students and professionals are increasingly aware of these systemic biases, research has yet to fully understand how context—such as school type, social class, or regional culture—shapes how nepotism is experienced and resisted. As calls for transparent, fair recruitment grow louder, it becomes essential to investigate how nepotism affects individual aspirations and institutional credibility, particularly in educational and government hiring systems.
Who Can Use These Topics
This research is ideal for students and professionals pursuing the following courses or strands:
College Programs:
BS Psychology
BA Sociology
BA Political Science
BSBA Human Resource Management
BS Public Administration
Senior High School Strands:
Humanities and Social Sciences (HUMSS)
General Academic Strand (GAS)
Why This Topic Needs Research
The following gaps explain the need for further academic investigation:
Narrow institutional coverage: Khalid (2025) focused on a single academic institution and failed to account for broader demographic and regional factors. This left unexplored how students from different socioeconomic backgrounds or regions perceive and respond to nepotism in government hiring.
Underdeveloped multi-actor frameworks: While Schilpzand et al. (2025) offered a theoretical model for understanding nepotism across instigators and bystanders, they acknowledged that existing research lacks multi-actor tools that reflect the complexity of relational roles and cultural variations in interpreting favoritism.
Limited sectoral diversity and leadership perspective: Shah et al. (2025) emphasized that research on nepotism has largely focused on public institutions, calling for deeper exploration into how ethical leadership and HR enforcement operate across industries and organizational types.
Overlooked cultural boundaries of workplace spirituality: Iqbal and Ahmad (2020) demonstrated the moderating effect of workplace spirituality in ASEAN nations, yet they noted the absence of evidence from South Asia and non-ASEAN regions, limiting the generalizability of spirituality as an antidote to favoritism.
Lack of tested ethical HR models: Kuforiji (2024) highlighted the erosion of institutional trust due to nepotism in Nigeria, calling for practical frameworks that account for fragile institutions, cultural norms, and HR enforcement mechanisms in developing economies.
Qualitative gaps in academic hiring corruption: Khan et al. (2025) detailed how political affiliations compromise academic hiring but pointed out the absence of qualitative studies that capture lived experiences and stakeholder responses to hiring malpractice in higher education.
Neglected emotional and cultural responses in schools: Cömert and Ergör (2025) revealed the negative effects of principal favoritism on teacher commitment, yet they emphasized the need for future studies to explore how educators emotionally interpret and respond to favoritism across varying school contexts.
Feasibility & Challenges by Target Group
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References
Cömert, M., & Ergör, M. (2025). The Effect of School Principals’ Favoritism on Teachers' Organizational Commitment. Pegem Journal of Education and Instruction, 15(3), 87-98.
Iqbal, Q., & Ahmad, N. H. (2020). Workplace spirituality and nepotism-favouritism in selected ASEAN countries: the role of gender as moderator. Journal of Asia Business Studies, 14(1), 31-49.
Khalid, B. Q. (2025). PERCEPTION OF GRADUATING STUDENTS ON NEPOTISM IN GOVERNMENT EMPLOYMENT.
Khan, A., Farooq, N., Waseem, M., & Bibi, M. (2025). Uncovering the Exploitation of Meritocracy by Nepotism at Public Sector Universities of KPK. Social Science Review Archives, 3(1), 1651-1660.
Kuforiji, A. A. (2024). The Ethical Implications of Nepotism and Corruption in Professional Environments. AKSU Journal of Administration and Corporate Governance, 4(3), 101-110.
Schilpzand, P., Lagios, C., & Restubog, S. L. D. (2025). Family First: An Integrative Conceptual Review of Nepotism in Organizations. Human Resource Management, 64(1), 157-180.
Shah, S. M. A., Qamar, M. R., Ahmed, S., & Imran, M. (2025). Nepotism and Favoritism in HR Practices: Implications for Organizational Politics in Pakistan. Journal of Management & Social Science, 2(1), 177-194.