Shainaz Firfiray

TL;DR: In this article, a socioemotional wealth (SEW) perspective is used to develop a theoretical framework that explains how nepotism influences firm performance and why some family firms are more likely to employ family members than others.

TL;DR: In this article, a socioemotional wealth (SEW) perspective is used to explain the adoption of human resource (HR) practices in family-controlled firms, based on ample evidence that shows family businesses' preference for non-economically motivated objectives collectively labeled as SEW.

TL;DR: This article found that CEOs with a functional background in operations attain higher post-succession performance than CEOs with other functional backgrounds, and that the likelihood that newly appointed CEOs have a background in operation is greater in succession events that have taken place more recently and in situations that occurred in the face of poor firm financial performance.

TL;DR: The authors found that job seekers develop higher Person-Organization fit perceptions for organizations that supplement standard pay with WLBs in their recruitment materials in comparison to organizations that either supplement standard pays with healthcare benefits or offer only standard pay, and also found that generational group moderated the path between P-O fit and job seeker attraction.

TL;DR: In this article, the role of top leaders beliefs in the importance of work-family balance as a key determinant in explaining the adoption of social practices oriented toward internal stakeholders, focussing on home telework as one of these practices.