Journal ArticleDOI
Integration of family-owned business succession with turnover and life cycle models : development of a successor retention process model
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TLDR
The authors developed a taxonomy of characteristics hypothesized to influence intergenerational transfer in family-owned businesses and integrated these dimensions with prominent turnover and socialization theories to propose a successor retention process model.About:
This article is published in Human Resource Management Review.The article was published on 2006-12-01. It has received 75 citations till now. The article focuses on the topics: Successor cardinal.read more
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Satisfaction With Firm Performance in Family Businesses
TL;DR: In this article, business goals in family businesses are often subsumed by family goals, as a result, reference performance for each family business is different, which makes the popular financial performance measur...
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Daughter Exclusion in Family Business Succession: A Review of the Literature
TL;DR: In this article, a review of the literature on daughter succession is provided, and it is found that daughter exclusion results from an interaction of macro (societal/cultural attitudes toward women) and micro (individual and family) factors that both stereotype and discriminate against the daughter, and ensure that her capabilities and contributions in the business remain largely invisible.
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Gender, power and succession in family farm business
TL;DR: In this paper, the authors present a case example of the power struggles and gender issues one daughter faced when she became a partner, and future successor, in the family business in England.
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The emergence of bifurcation bias from unbalanced families: Examining HR practices in the family firm using circumplex theory
TL;DR: In this article, a primary family science perspective, circumplex theory, is used to describe how an unbalanced family structure leads to unbalanced HR systems in the family firm.
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Making sense of HR in family firms: Antecedents, moderators, and outcomes
TL;DR: In this paper, a special issue brings together papers that offer an early glance at what is to be gained by leveraging theories about family to help explain how families influence human resource management within family firms.
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Compliance, identification, and internalization three processes of attitude change:
TL;DR: In this paper, the authors present an experiment conducted while the author was at Johns Hopkins University as a Public Health Service Research Fellow of the National Institute of Mental Health (NIMH).
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Intermediate linkages in the relationship between job satisfaction and employee turnover.
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Why people stay: using job embeddedness to predict voluntary turnover
TL;DR: In this paper, a new construct, called job embeddedness, is introduced, which includes individuals' links to other people, teams, and groups, perceptions of their fit with job, organization, and community, and what they say they would have to sacrifice if they left their jobs.
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The pervasive effects of family on entrepreneurship: toward a family embeddedness perspective
TL;DR: The authors argue that long-term changes in family composition and in the roles and relations of family members have produced families in North America that are growing smaller and losing many of their previous role relationships.
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The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process
TL;DR: In this paper, a model investigating antecedents of perceived organizational support and the role of POS in predicting voluntary turnover was developed and tested in two samples via structural equation modeling, finding that perceptions of supportive human resources practices contribute to the development of POS, and POS mediates their relationships with organizational commitment and job satisfaction.