A model to study the organizational culture of the family firm

Abstract

Family firm, Group dynamics, Learning theory, Neoinstitutionalism, Organizational culture, Transformational leadership, Values, D21, D23, L26,

Organizational Culture and Employee Satisfaction: An Exploratory Study

“…This clan feature of family firms has been confirmed by many researchers [19,20]. In family firms, commitment, harmony, long-term orientation and customer service are culture values generalized by Vallejo [21] and these values are consistent with the clan culture.…”

Entrepreneurial Orientation and Knowledge Transfer: analysis in Spanish family businesses

“…Like any other, a family business strives to grow and generate income while maintaining business continuity. However, there is one important difference: the involvement of family (Vallejo, 2011). Family businesses are described as a system consisting of interacting sub-systems, which is depicted in two-circle model as family and enterprise (Gersik, Davis, Mccollom & Lansberg, 1997).…”

What Do We Know about Accounting in Family Firms?

“…Accounting research could consider insights from this framework and adopt the notion of familiness to investigate how and to what extent the relationships among family members and their relationships with the business influence on the implementation of management control systems and their success or failure. Furthermore, it has been argued that the effect of national culture may be stronger in family firms compared to nonfamily firms due to the influence of the national culture on the family organization and structure (Vallejo 2011;Fletcher, Melin, and Gimeno 2012). Comparative studies examining the implementation of control systems in family firms located in different institutional environments may bring some interesting insights about the influence of culture on family firms compared to non-family firms.…”

“…Steier et al (2015) refer to the importance of differentiate the controlling family as a "business family" and as a "family business": in the former, the family owns one or more businesses and these businesses may change over time; in the later, the family owns the business and it wants the next generation to take over. Another possibility is to use continue variables to measure family involvement, experience and power, 11 Vallejo (2011) proposes a model to measure the culture of family firms that integrates propositions derived from the general system theory, socialization theory, neoinstitutional theory, transformational leadership theory, learning theory, field theory, and group dynamics theory. Le Breton-Miller et al (2015) as suggested by Astrachan et al (2002) and Klein et al (2005).…”