Negotiating the female successor–leader role within family business succession in China

Xian, Huiping; Jiang, Nan; McAdam, Maura

doi:10.1177/0266242620960711

Cited by 37 publications

(42 citation statements)

References 86 publications

(167 reference statements)

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“…It seems that female heirs may be focusing on normative issues, regardless of what the founder may have done. This is in line with the results reported by Xian et al (2021) [85] on identity construction in the Chinese family context, who revealed that female successor leaders adjusted their leadership identity to the degree of conformity to conventional gender expectations. As a result of this conceptualisation, successor women presented three approaches to leadership identity: temporary leader, second leader and independent leader.…”

Section: Gender Intergenerational Succession and Csrsupporting

confidence: 91%

Are the Sins of the Father the Sins of the Sons, but Not the Daughters? Exploring How Leadership Gender and Generation Impact the Corporate Social Responsibility of Franchise Firms

et al. 2022

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Emerging literature suggests that male leaders guide their companies more towards operations-related (OR) Corporate Social Responsibility (CSR) and female leaders lead their companies more towards non-operation-related (Non-OR) CSR activities. Nevertheless, very little research has considered intergenerational issues in CSR practices. This study explores this question in a context unexplored to date, the franchise industry. We apply multivariate analysis to explore differences between franchisor leaders. Our results reveal that successor leaders engage their companies more in normative CSR than founding leaders. Contrary to our expectations, they also encourage more instrumental CSR activities compared to the founders. We found that female leaders promote normative CSR practices to a greater extent than their male counterparts. However, gender differences in instrumental CSR were only present for the group of current leaders, where men outperformed women. When we delved into the analyses by looking at the influence of the gender of the previous founder, we found that female heirs engage their companies at the same levels of instrumental CSR as their male heir counterparts. Implications for CSR practices in franchise firms and directions for future research are discussed.

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Section: Gender Intergenerational Succession and Csrsupporting

confidence: 91%

Are the Sins of the Father the Sins of the Sons, but Not the Daughters? Exploring How Leadership Gender and Generation Impact the Corporate Social Responsibility of Franchise Firms

et al. 2022

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“…The most important components of the strategy of a planned transfer of entrepreneurs are the detailed consideration of the exit situation in relation to the form of the company and the desired transitional form, as well as the consideration and coordination of the precise objectives of the transfer of the entrepreneur between all parties involved as can be also seen in the works of Xian (2021) [28].…”

Section: Discussionmentioning

confidence: 99%

“…These are mainly recent works with a release date of more than 2000. The latest work is the journal article from Xian 2021 [28].…”

Section: Methodsmentioning

confidence: 99%

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critical Analysis of the current state of research on the topic of business succession

Weltermann¹,

Strazovska²

2021

SIER

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In the next few years, many companies in the field of small and medium-sized enterprises (SMEs) in Germany are about to change the generation of entrepreneurs. This article deals with the reasons and strategies for regulated succession of entrepreneurs in these SMEs. The following research question is at the heart of the present study: 'What are the reasons and strategies for finding a business successor considering the company analysis for small and medium-sized enterprises in Germany?'. Within the scope of an extensive literature analysis, the current state of research on the topic of business succession is analysed by a qualitative content analysis according to Mayring and the most important reasons and strategies are identified. For this purpose, 4 main codes and 14 subcodes were defined inductively and deductively, and the present literature was encoded according to the method of structured content analysis. 673 codings were carried out and then analysed in the context of the research questions.The main reasons and strategies were identified, and the research question was fully answered. In addition to answering the central research question, the article also makes recommendations for the planning and complete implementation of a regulated business succession within the framework of the article conclusion. This article is the author's second article on the topic of Business Succession and is complementary to the author's first article.

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“…Girls act as second leaders and remain involved in decision making. Chinese girls must face the fact that women are second only to men by the realities of existing Chinese culture and become independent leaders [13].…”

Section: Introductionmentioning

confidence: 99%

The Impact of Owner Gender in Family Businesses in Indonesia Liliana Dewi, Kazia Laturette, and I Gusti Bagus Yos

Dewi

Laturette

Wiryakusuma

2021

KSS

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There are differences in the way people perceive the role of women and men in business. The purpose of this study was to analyze the influence of male or female leaders on two business families in Indonesia. The success of the family company cannot be separated from the role of the first generation in trusting future generations to continue their family business. A qualitative approach was used, where the data were collected through interviews with two family companies with different generations of successors. One family company has a female successor generation and another family company has a male successor. The findings showed that the first generation trusted from an early age and involved the second generation in the family business, whether their children were girls or boys. In fact, all succeeded in taking over the baton of leadership. An interesting finding is that even though the next generation is female and handles welding, which is more commonly done by men, thanks to the trust given by their parents, this next generation would be more masculine in order to gain legitimacy from employees who have worked for a long time in the company. This is as good as the next generation of men in other family companies. Keywords: family business, gender, first-generation roles, succession of success

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Negotiating the female successor–leader role within family business succession in China

Cited by 37 publications

References 86 publications

Are the Sins of the Father the Sins of the Sons, but Not the Daughters? Exploring How Leadership Gender and Generation Impact the Corporate Social Responsibility of Franchise Firms

Are the Sins of the Father the Sins of the Sons, but Not the Daughters? Exploring How Leadership Gender and Generation Impact the Corporate Social Responsibility of Franchise Firms

critical Analysis of the current state of research on the topic of business succession

The Impact of Owner Gender in Family Businesses in Indonesia Liliana Dewi, Kazia Laturette, and I Gusti Bagus Yos

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