Hiring of Personal Ties: A Cultural Consensus Analysis of China and the United States
研究中美两国对雇佣有私人关系候选人的看法差异，发现两国在公平性、盈利性和整体评价上存在文化共识分歧，尤其涉及不合格候选人与利益相关者关系时。
Although employees react negatively when employers hire individuals with whom the employers have personal ties, the practice is prevalent worldwide. One factor contributing to the discrepancy between reactions to the practice may be differences in cultural beliefs and institutions regarding perceptions about hiring decisions. To examine cross-national differences in perceptions about hiring personal ties, we conducted a consensus analysis on the perceived fairness, profitability, and overall evaluation of hiring decisions in China and the United States. We find cross-national differences in consensus levels as to whether people believe it is fair or unfair to hire moderately qualified candidates with employer ties (kinships or close friends with the employer) and whether people positively or negatively evaluate the hiring of unqualified candidates with stakeholder ties (ties to business associates or government officials). We also find contrasting areas of consensus about whether hiring unqualified candidates with stakeholder ties is profitable. Implications for research on cultural comparisons of perceptions of hiring practices and guanxi are discussed.