An Investigation into the Relationship Between Favouritism and Employee Performance in Selected Quasi Government Institutions

Abstract

This study investigated the relationship between favouritism and employee performance in quasi-government institutions in Zambia, using a selected quasi-government institution as the case study. The study was guided by three objectives: to determine the most prevalent forms of favouritism practices, to analyse the relationship between favouritism and employee performance outcomes, and to propose strategies for mitigating favouritism and enhancing equitable talent management practices. A quantitative research design was employed, with data collected from 71 participants using a structured questionnaire. Data analysis involved descriptive statistics, including frequencies and percentages, and inferential analysis using Pearson Product Moment Correlation. Prior to conducting correlation analysis, a normality test was performed using skewness and kurtosis statistics, and the results confirmed that both variables were approximately normally distributed within the acceptable range, validating the use of Pearson correlation. The findings revealed that favouritism primarily manifests through unequal access to training opportunities, perceived unfairness in promotion practices, and inconsistencies in performance evaluation systems. Promotion practices emerged as the most significant concern, with 62.0 percent of respondents expressing dissatisfaction with fairness. Descriptive results further showed that 80.3 percent of respondents agreed that equitable access enhances motivation, while 91.6 percent indicated that perceived fairness improves employee performance. The correlation analysis revealed a strong negative and statistically significant relationship between favouritism and employee performance (r = -0.682, p < 0.01), indicating that higher levels of perceived favouritism are associated with reduced performance outcomes. From a policy perspective, the study highlights the need for strengthening merit-based systems through transparent promotion criteria, standardised training allocation processes, and objective performance evaluation frameworks. Overall, the study provides empirical evidence to inform governance reforms and human resource practices aimed at enhancing efficiency and accountability in quasi-government institutions in Zambia.