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1.
Family business researchers have felt increasing distress with the lack of understanding about how families – i.e., their structure, relationships, emotions, and goals – shape how families manage family firms, leading to calls to more fully incorporate “family science” theories about the nature of family into research about family firms. It seems likely that families' first impact in family firms will be on how employees are treated and managed. Thus, this 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, and how human resource management, in turn, impacts key family firm outcomes. 相似文献
2.
This study tests the Ferris, Buckley, and Allen (Human Resource Planning, 15, 47–68) model of promotion systems in organizations assessing the promotion systems in Fortune 500 companies in six industry groups. Relationships were found between characteristics of organizations (e.g., the extent of their career planning and their affirmative action practices and organizational outcomes including numbers of grievances filed, industry rank on sales, and employee attitudes concerning promotion opportunities. These results suggest that the Ferris, Buckley, and Allen (1992) model provides a useful framework for the study and development of organizations' promotion systems. © 1997 John Wiley & Sons, Inc. 相似文献
3.
We examine if a gender gap persists in executive compensation and if the composition and the determinants of executive compensation
for men versus women are the same for the S&P1500 listed firms during the period from 1992 to 2004. This analysis is also
extended to high tech firms, where high scholarship is required both for male and female executives. The results reveal that
the gender gap in executive compensation is reducing essentially after the year 2000. Also, the factors that explain the variation
in executive compensation are not all the same for men and women. However, firms continue to pay women, who are considered
more risk averse than men, a similar proportion of risky compensation components, such as stock options and restricted stocks,
than they pay to men. In terms of technology firms, we find that the gender differences in total compensation are not statistically
significant. Our study offers insight into recent data for executive compensation. The finding that the gender gap diminishes
is a sign of a better functioning market for executives. Our findings could be potentially useful for compensation committees
in order to develop compensation packages that take into consideration the degree of risk aversion in order to enhance performance.
Compensation adjusted for risk aversion can produce a higher level of satisfaction for the employees and can lead to better
performances. Future research should focus on international comparison of various dimensions of executive compensation. 相似文献
4.
This strategic compensation model based on contingency theory of organizations proposes that a fit between the organization's business environment and compensation system will affect the firm's performance (Rockmore, 1991; Rockmore and Scarpello, 1994). This proposition was tested with a set of Korean sample data of seventy-five publicly traded companies within thirty-four three-digit Standard Industrial Classification codes. The cluster analysis applied to the 7-item task environment uncertainty components resulted in two group classifications that face relatively ‘more certain’ and ‘more uncertain’ environments. Principal component factor analysis of the 8-item compensation system components resulted in three compensation system factors and subsequent cluster analysis classified firm pay plans into two clusters, which we labelled ‘more traditional’ and ‘more innovative’. Discriminant analysis confirmed the resulting classifications of both task environment and compensation system types. With both ROA and EPS measures, significantly more ‘fits’ (firms in stable environment that use traditional compensation system or firms in uncertain environment that use innovative compensation system) showed financial gains compared with ‘nonfits’. This financial impact of the contingency was more salient for those firms that face uncertain environment. The same results were obtained when ANOVA was performed. 相似文献
5.
More than two decades of economic reforms have brought profound changes in human resource management practices in both the state and non-state sectors in China. This study focuses on the impact of organizational factors on compensation and benefits for Chinese managers in state-owned enterprises (SOEs), publicly listed firms (PLFs), and foreign-invested enterprises (FIEs). The empirical investigation of 465 firms located in three major Chinese cities, Shanghai, Nanjing and Guangzhou, provides evidence that organizational factors, such as ownership, firm size, firm age, location and industrial sector, have significant impacts on the variances in Chinese managers' compensation levels, compensation structures and benefits. The trends in the development of compensation and benefits for Chinese managers are also discussed as the Chinese economy moves closer to a more globalized, highly dynamic economy after China's accession to the World Trade Organization in 2001. 相似文献
6.
The concept of socioemotional wealth (SEW) seeks to present an independent paradigmatic basis for family-firm research, and in doing so aims to establish a sound basis for the scientific legitimacy of family-firm research. Establishing that legitimacy requires scholars to demonstrate that SEW is based on coherent assumptions on several theoretical levels. This paper uses the problematization methodology to challenge the coherence of the theoretical assumptions underpinning SEW and to advance theory development. The results of this problematization show that SEW is built on a theoretical level close to the object of research (in-house assumptions), but that more deeply-rooted theoretical levels (e.g. paradigmatic assumptions) are not sufficiently elaborated. Moreover, the original conceptualization is based on a positivist-mechanistic view, which hinders SEW reflecting the complex reality of family firms. Based on the results of this problematization, new systems theory is applied to reframe SEW’s theoretical grounding. Thereby the main contribution of the paper is a critical reflection on the theoretical underpinnings of SEW (in particular root-metaphor and paradigmatic assumptions), serving as the basis for advancing a coherent theoretical understanding of this important concept in family business research. 相似文献
7.
Using a sample of more than 1,500 Chinese listed firms over four years of observation (2015–2018), this study examines the effects of family ownership and certain features of board diversity (gender diversity, age diversity, and education diversity) on the risk-taking of Chinese listed firms. First, a two-way fixed effects regression model is proposed. Then, this study finds that the examined Chinese family firms’ risk-taking, which is measured by their Z-scores and innovation intensity, is lower than that of the nonfamily firms. This result confirms the prediction of social-emotional wealth theory. Second, a diversity index is formulated to summarize the above three dimensions of board diversity. By regressing risk-taking measures on these board diversity features, this study finds that firms with less-diverse boards take more risks. Finally, the effects of the interaction between family ownership and board diversity are explored. The results reveal that the examined dimensions of board diversity have significant influences on risk-taking: family firms with lower levels of board diversity generally take more risks than those with higher levels of board diversity. Our study contributes to the literature on risk-taking of family business and has important practical implications for motivating family business innovation in China. 相似文献
8.
This study identifies the antecedents of non-profit public service motivation (NPSM) and employee outcomes using Korean non-profit acceptance of performance appraisal system (APAS) survey data. We test an NPSM model and examine the concept through public service motivation (PSM) in the non-profit sector. We then apply findings on work motivation, PSM, and performance appraisal systems to quantitative research and test several hypotheses concerning how (1) the non-profit sector’s APAS affects and uniquely shapes non-profit workers’ motivation, (2) NPSM relates to organizational trust, and (3) organizational characteristics affect Korean non-profit employees. We discuss our findings’ implications for non-profit theory and practice. 相似文献
9.
International Entrepreneurship and Management Journal - By combining the resource-and capabilities-based view and agency theory, this paper offers a framework within which to examine the nature of... 相似文献
11.
Succession in family-owned businesses has been revealed to be a multi-staged phenomenon with trigger events distinguishing
one stage from the other. Our aim is to apply change management theory to this process to improve our understanding and to
identify the key factors that should be taken into account when implementing it. To achieve this goal, we will review the
existing literature about organizational change and will adapt it to succession in family firms. We will end with a case study,
concluding that a good succession process is not the one which avoids conflict, but the one which successfully manages it.
相似文献
12.
This paper examines how socio-emotional factors can influence family firms’ commitment to entrepreneurially- oriented activities, and how their level of commitment is moderated by the technological intensity of the sector and firm performance. We find that, while family firms are less entrepreneurially-oriented than non-family firms, this gap closes with increasing technological intensity of the sector. We find no evidence, however, to suggest any change in entrepreneurial orientation in family firms resulting from a drop in firm performance. 相似文献
13.
The succession process in family firms has by far been determined to be the most critical phase in the family business life-cycle
(e.g. Morris et al. Journal of Business Venturing 18:513–531, 1997; Wang et al. 2000) and characterized as the period in which most family firm fatalities occur (Handler and Kram Family Business Review 1:361–381, 1988). This paper is an empirical study on Greek family firms and seeks to identify the critical success factors that have a major
impact on the outcome of a generational transition in the leadership of the family firm. Based on an integrated conceptual
framework proposed by Pyromalis et al. ( 2006), we test the impact of five factors, namely the incumbent’s propensity to step aside, the successor’s willingness to take
over, the positive family relations and communication, succession planning, and the successor’s appropriateness and preparation
on both the satisfaction of the stakeholders with the succession process and the effectiveness of the succession process per se. The results provide a useful insight and confirm the importance of the
aforementioned factors in the succession process by mapping a safe passage through the family business succession process,
and by contributing not only to the overall family business literature but also generating strong arguments in favor of the
family firm as an integral entrepreneurial element for a region’s sustainable economic development. 相似文献
14.
The main aim of this study is to establish the effect of the Exploitation and Exploration; and the influence of these learning flows on the Innovative Outcome (IO). The Innovative Outcome refers to new products, services, processes (or improvements) that the organization has obtained as a result of an innovative process. For this purpose, a relationship model is defined, which is empirically contrasted, and can explains and predicts the cyclical dynamization of learning flows on innovative outcome in knowledge intensive firms. The quantitative test for this model use the data from entrepreneurial firms biotechnology sector. The statistical analysis applies a method based on variance using Partial Least Squares (PLS). Research results confirm the hypotheses, that is, they show a positive dynamic effect between the Exploration and the Innovative as outcomes. In the same vein, they results confirm the presence of the cyclic movement of innovative outcome with the Exploitation. 相似文献
15.
This paper examines whether the higher profitability and valuation of family firms is related to differences in production technologies and production efficiency. Using data on S&P 500 manufacturing firms, we find that family firms are more productive than comparable non-family firms. Furthermore, our results show that the production technologies of family and non-family firms do not differ per se, thereby suggesting that the differences in the level of production output are caused by higher production efficiency of family firms. These findings indicate that the superior performance of family firms is related to their more efficient use of labor and capital resources. 相似文献
16.
This study investigates the association between method of payment, long-term performance plans, managerial stockholdings and abnormal returns to bidding firms at takeover announcements, using a cross-sectional regression methodology. Previous studies have examined each of these factors separately. The results indicate that firms with long-term performance plans and high managerial stockholdings in cash offers experience significantly higher abnormal returns at the announcement of mergers prior to 1980. The study provides additional evidence in explaining the previous conflicting results (Jensen and Ruback, 1985), examining the stock market reaction of bidding firms at merger announcements. 相似文献
17.
The relationships between corporate entrepreneurship, innovation and performance have been previously addressed by the literature. However, they have yielded mixed and often inconclusive results. The purpose of this paper is hence to empirically test a model that links entrepreneurial culture, innovation outcomes and business performance. In this model, the family nature of firms is subsequently included as a moderator variable. The empirical investigation is based on a sample of 145 family firms from the automotive components manufacturing sector in Spain. This study uses Partial Least Squares (PLS) path-modeling to test our research model and hypotheses. Our results reveal the increasing importance of fostering an entrepreneurial culture within family firms in order to yield innovation processes and performance. 相似文献
18.
International Entrepreneurship and Management Journal - Given the importance of social capital in organizations, this research answers the question of how socioemotional wealth importance (SEWi),... 相似文献
19.
Drawing on the perspective of socioemotional wealth, this paper explores the types of family involvement in family firms and their impacts on R&D investment intensity. Using data from the forecasts issued by A-share family firms listed on Chinese stock markets between 2008 and 2019, the study finds that the separation of ownership and control is negatively associated with R&D investment intensity in non-high-tech firms, whereas potential gains of socioemotional wealth from R&D activities by high-tech firms produce a positive influence that offsets the negative impact of the separation of ownership and control on R&D investments. It reveals the importance of gains of socioemotional wealth. In contrast to the separation of ownership and control, family involvement in management is negatively associated with firms’ R&D investment intensity in both high-tech firms and non-high-tech firms. Our results capture the diversity of family members’ identity recognition, which leads to family members’ different evaluations of the potential gains and losses of socioemotional wealth. Overall, the distinction between high-tech family firms and other family firms is shown to be significant, as is the distinction between the impacts of different types of family involvement. 相似文献
20.
Management Review Quarterly - The empirical evidence of family business phenomenon in terms of employment outcomes is contradictory highlighting the micro–macro gap in the existing research.... 相似文献
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