Nonfamily employees make up a substantial portion of family firm personnel and are crucial to success for these firms. Retaining these employees is complicated by the presence of family members and family-centric goals, which often results in the bifurcated treatment of nonfamily employees. However, the relationships between family and nonfamily employees could have implications for how nonfamily employees perceive the firm. This study examines how nonfamily employees’ turnover intentions are influenced by their embeddedness in family member friendship networks, family firm identification, and perceptions of organizational support. Drawing on a sample of 103 nonfamily employees working in a family firm, my analysis shows that identification fully mediates the effects of nonfamily employee degree centrality in family friendship networks and turnover intentions. Drawing on social identification theory, degree centrality in family friendship networks is theorized to influence perceptions of belongingness in the family firm, which negatively impact turnover intentions. Implications for understanding how nonfamily employees and employee retention may be influence by social networks are also discussed.

This dissertation follows extant scale development practices to propose, develop, and validate a measurement instrument for the family legacy orientation construct. Family legacy orientation (FLO) is understood to be the shared intentions and preferences a family has regarding the biological, social, and material components of the family legacy. The context of the family firm is of specific interest to the dissertation. The dissertation builds and extends our theoretical understanding of family legacy within the field of family business research. In doing so, the dissertation explores many ideas presented by Hammond et al. (2016; p. 1209) who emphasized the importance of the topic by stating “interest in the family’s pursuit of a legacy has grown along with the widespread acknowledgment that controlling families value many noninancial and family-related outcomes, suggesting that family legacy can be a unique source of motivation similar to socioemotional wealth (Chrisman, Chua, & Sharma, 2003; Miller, Steier, & Le Breton-Miller, 2003; Jaffe & Lane, 2004; Zahra, 2005)”. In this dissertation, FLO is proposed to influence intergenerational decision making and strategies.

This study assesses the contextual aspect of working in a family business on intimate relationships. Guided by principles of ecological theory, this study explores the unique situation of individuals who work with an intimate partner in a business they own and how this situation manifests itself in their close relationship. Individuals in a family business are confronted with a potentially unique family-work experience, especially for spouses/partners who work together in a business. It is hypothesized that objective and subjective work time influence couple relationship quality. Six specific hypotheses centered on the connection between family and work microsystems as well as the influence of macrosystem beliefs regarding family, work, and gender were assessed by regression analysis. Ninety-nine individuals completed a demographic and daily diary online. The sample was 52.53% men, 78.79% White, and educated (63.63% held at least Bachelor degrees). The majority of the sample was legally married (91.92%), with an average relationship length of 16.20 years (SD = 12.74 years). Regression analyses revealed limited support for the hypotheses. For people in family businesses, working more hours was associated with greater withdrawal from their intimate partner. Perceiving work time as sad was linked to more withdrawal from partner and more anger with partner, but not linked with feelings of closeness to partner. People who felt time at work as appreciated reported feeling closer to their intimate partner. The more respondents believed it was meaningful to distinguish between work and family, the less closeness to their partner they reported. Finally, age was significant for relationship quality, with younger individuals reporting more withdrawal and anger with partner and less closeness to their partner than did older individuals. This study contributes to research exploring the connection between family and work among individuals who work together in family businesses. While objective work time was associated with the measure of withdrawal from a partner, objective work time did not significantly contribute to the report of anger with a partner or closeness to a partner. Overall, how individuals felt during work time had an effect on their spousal/partner relationship, with feeling sad at work associated with more relationship withdrawal and anger, and feeling appreciated at work associated with more closeness. Limited support for the model suggests there may be unique processes of work and family operating within family businesses. Although work and family microsystems were connected in this study of family business owners, the links between work and family were different from previous research on dual- and single-earner families. Future research should untangle the processes through which work and family and time are connected, with attention to larger cultural influences, particularly how individuals within family businesses do work and family and how families ascribe to and enact gender within family businesses. In addition, further research should assess the degree to which microsystems can be differentiated in populations characterized by an extreme mesosystem connection between work and family. / Ph. D.

Este trabalho aborda o processo de sucessão em empresas familiares, dentro do contexto de desenvolvimento da empresa rural brasileira de controle familiar. O setor rural brasileiro passa por mudanças estruturais desde a década de setenta. Essas mudanças imprimiram novos padrões de competitividade e integração aos sistemas agroindustriais. Isso leva ao aumento de complexidade do ambiente interno da empresa rural, que induziu o empresário rural a buscar novos padrões de gestão de sua atividade sob uma perspectiva capitalista. Nesse processo, à medida que a empresa evolui, o empreendedor que a constituiu enfrenta o desafio de sua sucessão para garantir a perenidade da atividade ao longo das gerações da sua família. O objetivo principal da pesquisa é aprofundar o entendimento do processo de sucessão nas empresas rurais de controle familiar. Como objetivos específicos, ela visa a: (i) estabelecer a motivação para o processo de sucessão na empresa rural de controle familiar; (ii) identificar desafios enfrentados no processo de sucessão na empresa rural de controle familiar; (iii) discutir como mecanismos de governança influenciam o processo de sucessão na empresa rural de controle familiar; (iv) discutir como a forma jurídica influencia o processo de sucessão na empresa rural de controle familiar. A pesquisa tem caráter exploratório e o método utilizado é o estudo múltiplo de casos. Para a construção e análise dos casos é utilizado um modelo proposto por Gersick et al (1997) que auxilia o entendimento das empresa familiares, por considerá-la em dimensões de desenvolvimento: família, propriedade e gestão. A partir das analises dos casos, conclui-se que as motivações para a continuidade da empresa rural conjugam a ligação afetiva entre os familiares e a empresa familiar, o fato de os ativos desta empresa constituirem uma reserva de capital para família, a atividade rural ser uma alternativa profissional para a família e representar uma oportunidade de negócio. Entre os desafios identificados, ressalte-se a importância do estabelecimento de uma comunicação clara entre sucedidos, sucessores e herdeiros para evitar conflitos no processo de sucessão e as implicações da pulverização da propriedade para a adoção de estratégias de crescimento e emergência das estruturas de governança. Ainda, discutem-se os mecanismos de governança que prevalecem ao longo do desenvolvimento da empresa rural de controle familiar e a influência da forma jurídica como facilitadora do processo de sucessão. / This paper deals with the succession process in family businesses, within the context of rural enterprises development in Brazil. Since the seventies, the Brazilian rural sector has undergone structural changes. These changes resulted in new patterns of competitiveness and integration in the agribusiness systems. This leads to increased complexity of the internal environment of rural enterprises, which induced farmers to seek new management practices under a capitalist perspective. As the firm evolves, the entrepreneur faces the challenge of his succession to ensure continuity of the company along the generations of his family. The main objective of this research is to deepen our understanding of succession in family farm business. As specific objectives, it aims to: (i) establish the motivation for the succession in the family farm business, (ii) identify challenges faced in the succession process in the family farm business, (iii) discuss mechanisms of governance that influence the succession process in the family farm business, (iv) discuss how the legal form influence the succession process in the family farm business. This is an exploratory research and the method used is the multiple case study. The model proposed by Gersick et al (1997) supports the analysis of the family farm business, considering its developmental dimensions: family, ownership and management. It concludes that the motivations for the continuity of rural enterprise combine the bonding between the family and the business as well as the fact that the assets of the company consist in the capital reserve for family. The rural activity is considered as a professional alternative for family members and represents a business opportunity for the family. Among the challenges identified, it is pointed out the importance of establishing clear communication between successors and heirs to avoid conflict in the succession process and the implications of property splitting for the adoption of growth strategies. It is discussed the mechanisms of governance that prevail throughout the development of the family farm business and the influence of the legal form as a facilitator of the succession process.

Abstract Problem: Family business is the most common type of enterprise in the world and an elaborative subject to perform research in. However, the linkage between motivation and family business is not common to study, especially form the non-family managers’ perspective. Therefore, this thesis aims to fulfill the missing gap in research concerning motivational factors for non-family managers within a family business. Motivational factors are crucial for individuals in order to perform, although the motivational factors for a non-family manager within a family business is a complex phenomena. Several parameters must be taken into consideration, such as the family businesses characteristics and sources to motivation. Purpose: The purpose of this thesis is to investigate and to reach an understanding for why non-family managers are motivated to work within a family business.   Method: The method used in this thesis is a qualitative research with an abductive reasoning, based on ten interviews with eight different family businesses. The interviews include a variation of family businesses, as well as a variation of respondents, in order to receive a wide overview of how motivation is applied in different type of areas. However, the selection of this thesis interviews is based on that all the organizations are medium to large sized family businesses that have both family members and non-family members within their management team. In addition, all the respondents are non-family members, with a management position, within a family business. Results: The result of this thesis argues that the main reasons for why non-family managers are motivated to work within a family business are: The opportunity to be part of the decision making process and the possibility to influence the future culture within a family business.

In the near future several Swedish family firms will face a need for succession. Many times there is no available successor within the family firm. Hiring a non-family CEO (NFC) is thus a solution to keep the firm within the family. Using a multiple case study with 6 participating family firms, we have identified how clashing logics between family business owners and NFCs, on the role of the NFC, influence their expectations and relationships. Clashing logics were often a source of disagreements and conflicts, leading to failure in the owner-NFC relationship. Furthermore, we have identified that the two parties often perceived the non-family CEO to offer more professional management which was a motive why family firms in this study hired NFCs. This perceived professionalism was also a reason for conflicting expectations. Adding to previous studies we also identified a series of influencing factors impacting the family business owner-NFC relationship. To conclude this study provides new insights for further research and practical recommendations for family firms in the process of hiring NFCs.

The objective of this study is to investigate management succession in black–owned family businesses in South Africa. The study was conducted in two Provinces, namely Limpopo and the North–West. In the Limpopo province, the study was conducted in the Vhembe District. The Vhembe district is consists of four municipalities, i.e. Thulamela, Mutale, Musina and Makhado. In the North–West province, the study was conducted in the Bojanala District. The Bojanala district has three municipalities, namely Phokeng, Marikana and Tlhabane. Family businesses are one of the driving forces behind economic growth in the developed and developing countries. Their general lack of longevity is a cause for concern. Their lack of longevity has mostly been attributed to poor succession management processes which hinder the transfer of the family businesses from one generation to the next generation. It is because of this concern that the research was undertaken in order to provide possible suggestions that the family businesses can adopt and implement in order to ensure a successful transfer of the family business to the next generation family members. The research was conducted by means of a literature and empirical study. The purpose of the literature study was to attain in–dept knowledge of family businesses and management succession. The literature study formed the basis of understanding family businesses and the unique challenges facing such businesses. The literature review has focused on issues such as: the definition of a family business, unique characteristics of family businesses, the advantages and disadvantages of family businesses, challenges to the continuity of family businesses, the definition of succession and succession planning, the importance of management succession, the nature of the succession process, the selection of a successor, mentoring and preparing a successor as well as the complete transfer of management to the successor. The empirical study indicated that successful management succession in family businesses is hindered by a lack of or poor management succession planning, estate and retirement planning, the selection of the successor, the prevention and management of conflict as well as the establishment of family forums which enable effective communication within the family business. Therefore, an investigation of management succession in black–owned family businesses was undertaken due to their lack of longevity as presented in findings from the empirical study. Practical recommendations were suggested to support the family and the business to effectively manage the management succession process in the family businesses. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The objective of this study is to investigate management succession in black–owned family businesses in South Africa. The study was conducted in two Provinces, namely Limpopo and the North–West. In the Limpopo province, the study was conducted in the Vhembe District. The Vhembe district is consists of four municipalities, i.e. Thulamela, Mutale, Musina and Makhado. In the North–West province, the study was conducted in the Bojanala District. The Bojanala district has three municipalities, namely Phokeng, Marikana and Tlhabane. Family businesses are one of the driving forces behind economic growth in the developed and developing countries. Their general lack of longevity is a cause for concern. Their lack of longevity has mostly been attributed to poor succession management processes which hinder the transfer of the family businesses from one generation to the next generation. It is because of this concern that the research was undertaken in order to provide possible suggestions that the family businesses can adopt and implement in order to ensure a successful transfer of the family business to the next generation family members. The research was conducted by means of a literature and empirical study. The purpose of the literature study was to attain in–dept knowledge of family businesses and management succession. The literature study formed the basis of understanding family businesses and the unique challenges facing such businesses. The literature review has focused on issues such as: the definition of a family business, unique characteristics of family businesses, the advantages and disadvantages of family businesses, challenges to the continuity of family businesses, the definition of succession and succession planning, the importance of management succession, the nature of the succession process, the selection of a successor, mentoring and preparing a successor as well as the complete transfer of management to the successor. The empirical study indicated that successful management succession in family businesses is hindered by a lack of or poor management succession planning, estate and retirement planning, the selection of the successor, the prevention and management of conflict as well as the establishment of family forums which enable effective communication within the family business. Therefore, an investigation of management succession in black–owned family businesses was undertaken due to their lack of longevity as presented in findings from the empirical study. Practical recommendations were suggested to support the family and the business to effectively manage the management succession process in the family businesses. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

Background: Family firms have a strong impact on the world’s well-being, in terms of social stability, international wealth creation, and global development. Advisors appear essential to ensure the family firms’ prosperity and success, representing a potential source of advantage. There are several types of advisors working for family firms. Our study focuses on formal advisors (i.e. professionals, legally hired and paid by family firms), that either provide process or content advisory. Process advisors focus more on family dynamics and processes (e.g. relational and emotional aspect), while content advisors provide strategic services and specialized knowledge. Research Purpose: To understand how the approaches of advising family firms differ among formal business advisors.Research Problem: When advising family firms, two main type of issues can emerge. Soft issues regard personal and relational features, like emotions, while hard issues are emitted from the business, and are related to profitability and finance. In our critical literature review, we identify a gap in the existing knowledge regarding how advisors deal with soft issues when advising family firms. Although the unique characteristics and issues of family firms lead them to seek for specialized advice, they seem to be dissatisfied with the advisors’ ability to address soft issues. On the other side, content advisors show frustration in dealing with them. Research Questions: (1) How do content advisors perceive and address family firms’ soft issues? (2) How do process advisors perceive and address family firms’ soft issues? Method: Ontology – Relativism; Epistemology – Social constructionism; Methodology –Exploratory Qualitative Interview-based Study; Data collection – In-depth Interviews; Sampling – Two Purposive Criterion Samples of Content (i.e. accountants) and Process Advisors (i.e. family business advisors) (seven respondents each one); Data Analysis – Content Analysis (creation of a tree-diagram based on codes, sub-categories, categories, main categories)Conclusion: We develop a model describing how content and process advisors perceive and address soft issues, pointing out the identified differences in their approaches. Furthermore, our results suggest the existence of two level of soft issues, which adds new insights to the existing academic knowledge. Managerial Implications: We develop six main managerial implications for both content and process advisors, which we recommend as inputs facilitating the advisors’ work with family firms.

Este trabalho aborda o processo de sucessão em empresas familiares, dentro do contexto de desenvolvimento da empresa rural brasileira de controle familiar. O setor rural brasileiro passa por mudanças estruturais desde a década de setenta. Essas mudanças imprimiram novos padrões de competitividade e integração aos sistemas agroindustriais. Isso leva ao aumento de complexidade do ambiente interno da empresa rural, que induziu o empresário rural a buscar novos padrões de gestão de sua atividade sob uma perspectiva capitalista. Nesse processo, à medida que a empresa evolui, o empreendedor que a constituiu enfrenta o desafio de sua sucessão para garantir a perenidade da atividade ao longo das gerações da sua família. O objetivo principal da pesquisa é aprofundar o entendimento do processo de sucessão nas empresas rurais de controle familiar. Como objetivos específicos, ela visa a: (i) estabelecer a motivação para o processo de sucessão na empresa rural de controle familiar; (ii) identificar desafios enfrentados no processo de sucessão na empresa rural de controle familiar; (iii) discutir como mecanismos de governança influenciam o processo de sucessão na empresa rural de controle familiar; (iv) discutir como a forma jurídica influencia o processo de sucessão na empresa rural de controle familiar. A pesquisa tem caráter exploratório e o método utilizado é o estudo múltiplo de casos. Para a construção e análise dos casos é utilizado um modelo proposto por Gersick et al (1997) que auxilia o entendimento das empresa familiares, por considerá-la em dimensões de desenvolvimento: família, propriedade e gestão. A partir das analises dos casos, conclui-se que as motivações para a continuidade da empresa rural conjugam a ligação afetiva entre os familiares e a empresa familiar, o fato de os ativos desta empresa constituirem uma reserva de capital para família, a atividade rural ser uma alternativa profissional para a família e representar uma oportunidade de negócio. Entre os desafios identificados, ressalte-se a importância do estabelecimento de uma comunicação clara entre sucedidos, sucessores e herdeiros para evitar conflitos no processo de sucessão e as implicações da pulverização da propriedade para a adoção de estratégias de crescimento e emergência das estruturas de governança. Ainda, discutem-se os mecanismos de governança que prevalecem ao longo do desenvolvimento da empresa rural de controle familiar e a influência da forma jurídica como facilitadora do processo de sucessão. / This paper deals with the succession process in family businesses, within the context of rural enterprises development in Brazil. Since the seventies, the Brazilian rural sector has undergone structural changes. These changes resulted in new patterns of competitiveness and integration in the agribusiness systems. This leads to increased complexity of the internal environment of rural enterprises, which induced farmers to seek new management practices under a capitalist perspective. As the firm evolves, the entrepreneur faces the challenge of his succession to ensure continuity of the company along the generations of his family. The main objective of this research is to deepen our understanding of succession in family farm business. As specific objectives, it aims to: (i) establish the motivation for the succession in the family farm business, (ii) identify challenges faced in the succession process in the family farm business, (iii) discuss mechanisms of governance that influence the succession process in the family farm business, (iv) discuss how the legal form influence the succession process in the family farm business. This is an exploratory research and the method used is the multiple case study. The model proposed by Gersick et al (1997) supports the analysis of the family farm business, considering its developmental dimensions: family, ownership and management. It concludes that the motivations for the continuity of rural enterprise combine the bonding between the family and the business as well as the fact that the assets of the company consist in the capital reserve for family. The rural activity is considered as a professional alternative for family members and represents a business opportunity for the family. Among the challenges identified, it is pointed out the importance of establishing clear communication between successors and heirs to avoid conflict in the succession process and the implications of property splitting for the adoption of growth strategies. It is discussed the mechanisms of governance that prevail throughout the development of the family farm business and the influence of the legal form as a facilitator of the succession process.