Nepotism is prevalent in the workplace. Though the impact of nepotism on workplace commitment has been studied in its general form, the reason why nepotism produces such an impact remains understudied, especially in collectivist cultures (where family and friends are highly important) and service settings (where nepotism manifest publicly among frontline employees). To address this gap, this study adopts a psychological contract perspective and investigates the role of psychological contract violation as a mediator or the “why” behind the relationship between nepotism and workplace commitment, with psychological attachment and turnover intention serving as affective and behavioral representations of workplace commitment. Using partial least squares structural equation modeling on a two-wave (time lag) survey of a sample of 488 frontline employees in the Indian hotel industry as a case, this study proactive mitigates common method bias while revealing that psychological contract violation acts as a complementary mediator between nepotism and workplace commitment in the form of psychological attachment and turnover intention. The study concludes with implications to mitigate nepotism and strengthen workplace commitment.

裙带关系在工作场所普遍存在。尽管裙带关系对工作场所承诺的影响已被广泛研究，但裙带关系产生这种影响的原因仍未得到充分研究，尤其是在集体主义文化（家人和朋友非常重要）和服务环境（裙带关系在前线公开表现出来）雇员）。为弥补这一差距，本研究采用心理契约视角，探讨心理契约违反作为中介的作用或裙带关系与职场承诺关系背后的“原因”，以心理依恋和离职意向作为员工的情感和行为表征。工作场所的承诺。使用偏最小二乘结构方程模型对印度酒店业 488 名一线员工样本的两波（时间滞后）调查作为案例，本研究主动减轻共同方法偏差，同时揭示心理契约违反作为补充裙带关系与职场承诺之间的中介作用是心理依恋和离职意向。该研究总结了减轻裙带关系和加强工作场所承诺的意义。