The Effects of Family Versus Career Role Salience on the Performance of Family and Nonfamily Firms

2009 ◽  
Vol 22 (1) ◽  
pp. 39-52 ◽  
Author(s):  
Tim Barnett ◽  
Kimberly Eddleston ◽  
Franz Willi Kellermanns
Keyword(s):  
Family Firms ◽  
Family Firm ◽  
Performance Outcomes ◽  
Theory And Practice ◽  
Future Research ◽  
Role Salience ◽  
Family Versus ◽  
Future Research Directions ◽  
Using Data ◽  
The Relationship

This study investigated how the relative salience of business owners' family and career roles might influence performance outcomes in family versus nonfamily firms. Using data from 156 family and nonfamily firms, the data show that family firm status moderates the relationships such that the career role salience of a business owner is positively and more strongly associated with performance outcomes in family firms than in nonfamily firms. Conversely, the data show that family firm status negatively moderates the relationship between the business owner's family role salience and expansion activities. Implications for theory and practice, as well as future research directions, are discussed.

scholarly journals Examining the Relationship between Firm Resources and Firm Performance: An Insight into the Airline Industry

2011 ◽  
Vol 2 (1) ◽  
pp. 27-49
Author(s):  
Evangelos Syrigos ◽  
Lida Kyrgidou
Keyword(s):  
Airline Industry ◽  
Performance Outcomes ◽  
Future Research ◽  
Business Success ◽  
Firm Resources ◽  
Research Directions ◽  
Resource Based View ◽  
Future Research Directions ◽  
Entrepreneurial Activities ◽  
The Relationship

Several scholars have pointed to the benefits that can be acquired by the combination of strategic and entrepreneurial activities with the aim of creating wealth and increased performance outcomes (e.g. Ireland et al., 2003; Sirmon et al., 2007; Monsen and Boss, 2009). In this vein, we employ the Resource-Based View (RBV) of the firm and examine whether the balanced implementation of both opportunity and advantage-seeking activities enhances the relationship between a firm’s resources and its performance outcomes. Using panel data from the airline industry, our findings reveal important implications for business success and for future research directions.

scholarly journals The Role of Innovation in Small and Medium-Sized Family Firms: A Literature Review

2021 ◽  
Vol 9 (5) ◽  
pp. 102-120
Author(s):  
Ondrej Zizlavsky ◽  
Nikola Janickova
Keyword(s):  
Czech Republic ◽  
Firm Growth ◽  
Family Firms ◽  
Family Firm ◽  
Future Research ◽  
Value Drivers ◽  
The Czech Republic ◽  
Definition Of ◽  
The Relationship

This article builds on existing family business research conducted worldwide and embeds the research results in the Czech context to portray the Czech Republic as a critically important context for extending our knowledge on important family firms’ topics. In this article, we present a systematic review and integration of 69 articles published in peer-reviewed journals by Elsevier, Emerald, Wiley and others from 2015 to 2021 in order to answer two research questions: what is the role of innovation in SME family firms and what drives the innovation in family firms? Specifically, the content of the article discusses the new definition of family firm in the Czech Republic; the relationship between innovation and family firm growth; and some contextual factors that might affect the innovations in the Czech SME family firms: ability and willingness paradox, socioemotional wealth, and familiness. The insights of this review are used to develop suggestions for future research in setting the value of family firm where innovation can play an essential role as one of the core value drivers.

Brand management research in family firms

2016 ◽  
Vol 6 (3) ◽  
pp. 225-250 ◽  
Author(s):  
Susanne Beck
Keyword(s):  
Family Firms ◽  
Brand Management ◽  
Family Firm ◽  
Future Research ◽  
Practical Relevance ◽  
Management Research ◽  
Research Directions ◽  
Content Type ◽  
Future Research Directions ◽  
Research Questions

Purpose The purpose of this paper is to highlight the relevance of conducting brand management research in a family firm context and to identify future research directions by reviewing and structuring the existing literature. Design/methodology/approach The potential consequences of being a family firm on internal organizational processes and stakeholders’ external perception are depicted. Afterwards the literature considering brand management research in family firms is reviewed systematically (n=41) and structured by applying the Organizational Viewpoint Framework. Relevant research questions are derived based on the findings and their practical relevance is tested. Findings The contributions are threefold. First, depicting the effects of being a family firm on the organization and its stakeholders highlights the relevance of conducting brand management research in family firms. Second, structuring the literature regarding the effects of being a family firm on organizational identity, intended brand image, construed brand image, and reputation helps derive research questions of theoretical and practical relevance that will serve the field as a guide for future research directions. Third, by extending the Organizational Viewpoint Framework originating from brand management research with the element of being a family firm, a further attempt at bridging both research fields is undertaken. Originality/value This paper represents an important next step in the development of this research field by highlighting the importance of conducting brand management research in a family firm context and by structuring existent research to depict future research opportunities with theoretical and practical relevance.

A systematic review of innovation in family firms and future research agenda

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manzoor Ul Akram ◽  
Koustab Ghosh ◽  
Dheeraj Sharma
Keyword(s):  
Dynamic Capabilities ◽  
Family Firms ◽  
Institutional Environment ◽  
Family Firm ◽  
Strategic Decision ◽  
Future Research ◽  
Research Directions ◽  
Content Type ◽  
Future Research Agenda ◽  
Future Research Directions

PurposeIn this paper, the authors have used a systematic literature review methodology of 147 journal articles published in peer-reviewed journals. The analysis includes studies based on country of origin, the periodic proliferation of studies and the methodological design of the studies. As an outcome of the review, the studies are classified on the innovation in family firms under four broad categories – innovation input, family governance mechanisms, innovation output and the external environment. Some fruitful avenues of research are outlined in this domain.Design/methodology/approachThe literature on innovation in family firms – the most dominant and ubiquitous form of organization across the world – is gaining pace. The influence of family by way controlling ownership, management and governance on, and in interaction with business acts as a complex proposition that shapes the strategic decision-making in the family firm including innovation. The purpose of this paper, therefore, is to advance the understanding of innovation in family firms and provide a list of future research questions of theoretical and practical value.FindingsBased on this review, the authors provide future research directions pertaining to innovation in emerging economy family firms, effect of the institutional environment of family firm innovation as well family firms' innovativeness in the wake of pro-market reforms, different classes of ownership in family firms and innovation, family firm goal heterogeneity and innovation, and family firm dynamic capabilities and innovation.Originality/valueThe review provides a comprehensive understanding, trends and future research directions in the domain of innovation in family firms.

scholarly journals Impact of Workplace Diversity on Employee Performance

2019 ◽  
Vol 1 (2) ◽  
pp. 31-43
Author(s):  
Juliana Serwaa Andoh ◽  
Benjamin Ghansah ◽  
Joy Nana Okogun-Odompley ◽  
Ben-Bright Benuwa
Keyword(s):  
Employee Performance ◽  
Educational Background ◽  
Performance Outcomes ◽  
Future Research ◽  
Workplace Diversity ◽  
Future Research Directions ◽  
And Performance ◽  
University Leaders ◽  
The Relationship ◽  
Educational Diversity

The authors explore how the milieu of workplace diversity affects the relationship between employee and performance. In particular, we theorize and empirically examine the moderating effects of four (4) categories of diversity context variables: age, gender, ethnicity, and educational background. The authors perform analyses on 175 out of 320 respondents consisting of academic and administrative staff of four selected private universities in Ghana. The results showed, for example, that workplace diversity has an overall influence on employee performance, however, educational diversity has more effect on employee performance in the universities compared to the other competing variables used in this study. Age and educational diversity had a significant impact on employee performance in the universities whilst gender and ethnicity diversity had no influence on their performance. We discuss future research directions regarding diversity, workgroup context, and performance outcomes and outline some recommendations for administrators and university leaders.

Payout differences between family and nonfamily listed firms: a socioemotional wealth perspective

2016 ◽  
Vol 6 (1) ◽  
Author(s):  
Manon Deslandes ◽  
Anne Fortin ◽  
Suzanne Landry
Keyword(s):  
Design Methodology ◽  
Family Firms ◽  
Family Firm ◽  
Future Research ◽  
Share Repurchases ◽  
Probit Regression ◽  
Socioemotional Wealth ◽  
Listed Firms ◽  
Definition Of ◽  
The Relationship

Purpose The objective of this study is to explain family firm payout decisions based on socioemotional wealth (SEW) considerations. Design/methodology/approach A sample of publicly listed Canadian companies is examined for the period from 2003 to 2008. Distinguishing family firms from nonfamily firms, a Probit regression is used to analyze the likelihood of making a payout. For payout firms, regressions are used to analyze the relationship between payout level (dividends and share repurchases) and payout mix and family firms. Findings Results indicate that family firms are more likely to make a payout than nonfamily firms. Among payout firms, the level of payout among payout firms is lower for family firms than for nonfamily firms and their portion of payout in the form of dividends is higher. Lone founder family firms have a lower likelihood of making payouts than other family firms. However, among payout firms, they pay out more than other family firms and have a smaller percentage of their total payout in dividends than other family firms. Research limitations/implications Results are impacted by the definition of what constitutes a family firm. Family ownership was used as a proxy for the underlying SEW considerations. Future research could involve interviews with family firm representatives to investigate the relative importance of SEW considerations in their payout decisions. Originality/value In providing an alternative theoretical framing of family firms’ payout policies, the study suggests that payout differences between family and nonfamily firms may be driven in part by SEW considerations.

scholarly journals Commentary: Blockholder Structures and Power Mechanisms in Family Firms

2017 ◽  
Vol 42 (2) ◽  
pp. 252-258 ◽  
Author(s):  
Gabriella Cacciotti ◽  
Deniz Ucbasaran
Keyword(s):  
Firm Performance ◽  
Family Firms ◽  
Family Firm ◽  
Future Research ◽  
Potential Conflict ◽  
Voting Power ◽  
Multiple Generations ◽  
The Family ◽  
Distribution Of Resources ◽  
The Relationship

We extend the work of Fattoum-Guedri, Guedri, and Delmar (2018) by suggesting that the number of family blockholders moderates the relationship between the distribution of voting power between family and nonfamily blockholders and firm performance. Building on power and negotiation theories, we argue that the participation of multiple generations of family members in the firm’s ownership leads to greater diversity of perspectives that generates potential conflict over the distribution of resources. We highlight four power mechanisms—potential power, perceived power, power games, and realized power—to explain why family blockholders’ conflicting and/or misaligned preferences, objectives, and visions for the family firm might influence the nature of the negotiation between the family and the nonfamily blockholder and impact family firm performance. We offer directions for future research.

Supervisor Prosocial Motivation, Employee Thriving, and Helping Behavior: A Trickle-Down Model of Psychological Safety

2016 ◽  
Vol 43 (4) ◽  
pp. 561-593 ◽  
Author(s):  
M. Lance Frazier ◽  
Christina Tupper
Keyword(s):  
Psychological Safety ◽  
Self Determination Theory ◽  
Helping Behavior ◽  
Future Research ◽  
Research Directions ◽  
Prosocial Motivation ◽  
Future Research Directions ◽  
Helping Behaviors ◽  
Using Data ◽  
The Relationship

Although helping behaviors have increased in importance as work has become more interdependent, employees may be hesitant to help others for fear of it affecting their ability to complete their own tasks. Drawing from social learning theory and self-determination theory, we propose and test a multilevel model that examines the effects of supervisor prosocial motivation and psychological safety on employee psychological safety, thriving, and helping behaviors. Using data collected from 245 employees and 83 supervisors, the results of our study demonstrate support for a positive relationship between supervisor psychological safety and employee psychological safety. We also found positive indirect effects of supervisor prosocial motivation on employee psychological safety. Finally, we found that the relationship between employee psychological safety and both helping behaviors and task performance occurred indirectly through employee thriving. We discuss the theoretical and practical implications of our findings and also make suggestions for future research directions.

scholarly journals All in the Family? An Exploratory Study of Family Member Advisors and Firm Performance

2015 ◽  
Vol 28 (3) ◽  
pp. 227-242 ◽  
Author(s):  
Lucia Naldi ◽  
Francesco Chirico ◽  
Franz W. Kellermanns ◽  
Giovanna Campopiano
Keyword(s):  
Firm Performance ◽  
Family Member ◽  
Exploratory Study ◽  
First Generation ◽  
Family Firms ◽  
Family Firm ◽  
Future Research ◽  
Swedish Family ◽  
Generation Family ◽  
Future Research Directions

This exploratory study investigates the relationship between family members serving in an advising capacity and family firm performance. Integrating the stewardship and agency perspectives, we predict an inverted U-shaped relationship between the number of family advisors and family firm performance. We argue that the generation in control moderates this relationship such that family member advisors have a positive relationship with performance in first-generation family firms and an inverted U-shaped relationship with performance in later-generation family firms. Our empirical analysis on a sample of 128 Swedish family firms confirms our hypotheses. In the concluding section, we discuss results, contributions and future research directions.

Impact of Workplace Diversity on Employee Performance

2022 ◽  
pp. 1088-1102
Author(s):  
Juliana Serwaa Andoh ◽  
Benjamin Ghansah ◽  
Joy Nana Okogun-Odompley ◽  
Ben-Bright Benuwa
Keyword(s):  
Employee Performance ◽  
Educational Background ◽  
Performance Outcomes ◽  
Future Research ◽  
Workplace Diversity ◽  
Future Research Directions ◽  
And Performance ◽  
University Leaders ◽  
The Relationship ◽  
Educational Diversity

The authors explore how the milieu of workplace diversity affects the relationship between employee and performance. In particular, we theorize and empirically examine the moderating effects of four (4) categories of diversity context variables: age, gender, ethnicity, and educational background. The authors perform analyses on 175 out of 320 respondents consisting of academic and administrative staff of four selected private universities in Ghana. The results showed, for example, that workplace diversity has an overall influence on employee performance, however, educational diversity has more effect on employee performance in the universities compared to the other competing variables used in this study. Age and educational diversity had a significant impact on employee performance in the universities whilst gender and ethnicity diversity had no influence on their performance. We discuss future research directions regarding diversity, workgroup context, and performance outcomes and outline some recommendations for administrators and university leaders.

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