Dissertation Writing Help - Antinepotism in large American school districts

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American organizations have attempted to control nepotism for more than a century. However, few studies have examined practices in public schools. The purpose of this research was to examine the antinepotism provisions developed by 27 of the largest school districts in the U.S. and their states. Antinepotism was broadly defined to include any provision specifically intended to reduce or eliminate favoritism or the appearance of favoritism toward relatives. In addition to reporting descriptive statistics, Spearman's rank correlation coefficients and a Kruskal-Wallis one-way analysis of variance were used to examine relationships between population size, socioeconomic status, and geographical region, and restrictions and requirements in local provisions. These relationships had been reported in the literature on other sectors.

This study found that the prevalence of antinepotism provisions at both levels was at least as high as what was previously reported across various sectors. State provisions tended to be part of a larger codes of ethics, contained primarily contractual restrictions, were directed toward board members, affected primarily spouses, included employment/appointment/hiring as the most prevalent restriction, and were more likely to include sanctions. On the other hand, local provisions tended to be part of a conflict of interest code; contained primarily supervisory restrictions; were directed toward employees; affected spouses, children, parents, and siblings equally; included supervision as the most prevalent restriction; and were less likely to include sanctions. A significant relationship was found between socioeconomic status and local antinepotism restrictions and requirements. No significant relationships were found between geographical region or population size and local restrictions and requirements.
It was concluded that in light of provision prevalence being at least as high as that reported for organizations in previous research, and professional comments regarding continued challenges associated with nepotism in modern organizations, that very large American school districts and their states currently view nepotism as significant enough a challenge to warrant the existence of antinepotism provisions. Furthermore, considerable variation was found both within and across provisions, which might provide credence to professional assertions that such variation is untenable in light of shifting national demographics and a more mobile workforce.