Left in the dark: Family successors’ requirement profiles in the family business succession process

Schlepphorst, Susanne; Moog, Petra

doi:10.1016/j.jfbs.2014.08.004

Cited by 57 publications

(43 citation statements)

References 61 publications

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“…We focused on the nomination of a firm's next CEO, and, specifically, on the incumbent's intention, which is considered to be an important part of the succession process (Le Breton- Miller et al 2004;Schlepphorst and Moog 2014). CEO nomination is much more complex in family firms than in non-family firms because of the critical role that incumbents may have in the decision and the economic and non-economic reference points they might use to decide who is the best future candidate to manage the firm in order to increase shareholder returns and to preserve family SEW.…”

Section: Discussionmentioning

confidence: 99%

“…The incumbent evaluates what the successor needs (abilities, skills, and knowledge) to perform his/her future tasks as a leader of the family firm (Schlepphorst and Moog 2014). In this context, and assuming that attitudes precede intentions and intentions precede behaviors/actions (Ajzen 1991), the incumbent's intention seems to offer access to important insights regarding succession processes.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

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“Whom do I want to be the next CEO?” Desirable successor attributes in family firms

Basco

Calabrò

2016

J Bus Econ

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The aim of our study is to understand whether different incumbent attitudes towards desirable successor attributes have an impact on their intention to nominate a family member or a non-family member as CEO and the extent to which this intention is moderated by the number of family members working in the firm as a proxy of socioemotional wealth preservation. Our main findings suggest that an incumbent's intention to nominate a family member as the next CEO increases when they believe family standing attributes to be important and decreases when they consider managerial competence attributes to be important. However, the latter relationship weakens as the number of family members working in the firm increases.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Backgroundmentioning

confidence: 99%

“Whom do I want to be the next CEO?” Desirable successor attributes in family firms

Basco

Calabrò

2016

J Bus Econ

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“…Так, в базе Scopus ежегодно регистрируется более 1000 научных работ, посвященных этой теме. Среди всего многообразия тем, особенно актуальной является проблема наследования бизнеса (Белов, 2015;Горелик, 2015;Календжян, Волков, 2011;Королев, 2011;Лобутев, 2007;Назарова, 2007;Симоненко, 2010;Ужакина, Рыжова, 2010;Catter III, Kidwell, 2014;Ling, Baldridge, Craig, 2012;Schlepphorst, Moog, 2014).…”

Section: об авторахunclassified

Будущее Семейного Бизнеса В России: Передача Бизнеса Преемникам

Мурзина¹

2015

Leadership and Management

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“…Assim a sucessão em empresas familiares não é um evento raro, o que leva o processo de sucessão ocorrer em média a cada 20 a 25 anos (Schlepphorst & Moog, 2014).…”

Section: Introductionunclassified

Processo Sucessório: Estudo de Caso Em Uma Organização Familiar de Pequeno Porte do Ramo Imobiliário Conduzida Por Mulheres

Santos¹,

Oliveira²,

Sehnem

et al. 2017

R.G.Secr.,GESEC

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Este artigo uniu dois temas de importância significativa – sucessão familiar e gênero –em uma única pesquisa, visando trazer uma contribuição tanto prática quanto acadêmica. O objetivo da pesquisa é analisar o processo sucessório de uma empresa familiar no ramo imobiliário, conduzida por mulheres. Para alcançar este objetivo são analisadas as principais etapas que compuseram o processo sucessório dessa organização, via estudo de caso único. Os dados coletados são qualitativos, obtidos por intermédio de entrevistas em profundidade, e são analisados por meio da análise de conteúdo e análise de narrativa. Constatou-se que o processo de sucessão familiar não foi planejado e o quesito de gênero não foi considerado na escolha da sucessora. A relação família e propriedade sempre foi muito bem dividida entre os sócios majoritários da organização estudada. Entre as principais lacunas de pesquisa sugere-se a ampliação desse estudo e novas pesquisas correlacionadas com o tema sucessão familiar conduzida por mulheres

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Left in the dark: Family successors’ requirement profiles in the family business succession process

Cited by 57 publications

References 61 publications

“Whom do I want to be the next CEO?” Desirable successor attributes in family firms

“Whom do I want to be the next CEO?” Desirable successor attributes in family firms

Будущее Семейного Бизнеса В России: Передача Бизнеса Преемникам

Processo Sucessório: Estudo de Caso Em Uma Organização Familiar de Pequeno Porte do Ramo Imobiliário Conduzida Por Mulheres

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