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