Nonfamily employees’ perceptions of treatment in family businesses: Implications for organizational attraction, job pursuit intentions, work attitudes, and turnover intentions

Waterwall, Brian; Alipour, Kent K.

doi:10.1016/j.jfbs.2020.100387

Cited by 22 publications

(18 citation statements)

References 100 publications

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“…Lastly, the study has proven that the relationship between affective commitment and intention to stay in the organization is strong and almost always positive (H3 is supported). This result is also in line with the works of Mahto et al (2020) as well as Waterwall and Alipour (2021). They emphasize that the emotional aspect of commitment (reflected as affective commitment) is the strong predictor of intention to stay.…”

Section: Discussionsupporting

confidence: 91%

“…Consequently, the survey effectively gathered 270 junior family employee respondents (158 males and 112 females). Waterwall and Alipour (2021). Before the primary survey, a pre-test was conducted on 30 junior family employees in Indonesia to determine the questionnaire's reliability and validity.…”

Section: Methodsmentioning

confidence: 99%

“…The relationship between commitment and intention to stay in their organization is almost always strong, and it also has been tested in the family business context (Mahto et al, 2020;Waterwall & Alipour, 2021). Committed people tend to have a lower intention of quitting their jobs and voluntary turnover, regardless of the attitude that determines their commitment (Meyer et al, 2002).…”

Section: Literature Reviewmentioning

confidence: 99%

See 2 more Smart Citations

The Role of Identity and Career Interest Alignment in Building Affective Commitment and Intention to Stay in Indonesian Small and Medium Family Business

2022

QAS

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In Indonesia, family employees from the junior generation are often recruited to fill up the rank in the business organization. Their primary motivation to enroll as employees are often affected by the cultural aspect as an obligation to serve the clan. Nevertheless, it needs to be tested whether this sense of cultural obligation could lead to higher turnover intention or, in contrast, strengthen their motivation to serve for the greater good of the clan as it is in line with their identity and career interest. This study aims to test the effect of identity alignment and career interest alignment to strengthen affective commitment and intention to stay in the family business. Quantitative analysis is used to assess the hypotheses in this study, using purposive sampling of 270 junior generation family business employees who responded to a questionnaire survey. The study uses Partial Least Square-Structural Equation Modelling (PLS-SEM) analysis by SmartPLS software. The test result shows that identity alignment has a positive effect on affective commitment, career interest alignment has a positive effect on affective commitment, and affective commitment has a positive effect on the intention to stay. The study illustrates the importance of culturally related motivation from a family employee to build commitment and intention to stay in the family business.

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Section: Discussionsupporting

confidence: 91%

Section: Methodsmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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The Role of Identity and Career Interest Alignment in Building Affective Commitment and Intention to Stay in Indonesian Small and Medium Family Business

2022

QAS

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“…In terms of the agency relationship between family employees and non-family employees, nepotism is a unique feature of family businesses that can lead to non-family employees’ perceptions of injustice and unfair treatment (Waterwall & Alipour, 2021). Nepotism within family firms could also limit their human resource quality and talent pool (Hayajenh et al, 1994) as the hiring and promotion of less-educated family members could cause resentment among more qualified non-family employees who have better skills and talents (Sciascia & Mazzola, 2008).…”

Section: Theory Development and Hypothesesmentioning

confidence: 99%

Exploring the Relationship Between Family Involvement and Innovative Capability in Chinese Family SMEs: The Role of HR Redundancy

2022

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The aim of this research is to investigate the relationship between family involvement and innovative capability in Chinese family small-medium sized enterprises (SMEs). Although previous studies based on the behavior agency model have investigated how financial factors could influence the relationship between family involvement and innovative capability, there is a dearth of studies with an emphasis on the impact of non-financial factors. Notably, the moderating role played by family firms’ human resource (HR) redundancy in this relationship has not been sufficiently explored in the literature. Our research analyzed secondary data of Chinese family SMEs listed in the China Stock Market and Accounting Research (CSMAR) database. Standard multiple regression and moderated multiple regressions were conducted to test the main and moderating effects, respectively. According to the results of our study, the three dimensions of family involvement (ownership, management, and governance) have a negative influence on Chinese SMEs innovative capability, but this influence can be partially moderated by HR redundancy. Based on the socio-emotional wealth (SEW) perspective, this research contributes to family business literature by addressing previously noted research gaps in related studies.

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“…Bununla birlikte bir örgütün sembolizm açısından örgütün çekiciliğine ilişkin algıları nasıl etkileyebileceği insan kaynakları yönetimi açısından tam olarak ele alınmadığı düşünülmektedir. Araştırmalar yaratıcı çalışma alanı (Maier vd., 2022), yaratıcılık algısı (Anderson vd., 2010), marka ve logo (Kaliprasad, 2006;Brunner ve Baum, 2020), eşitlik ve adil değerler (Block vd., 2016;Vardaman vd., 2018;Waterwall ve Alipour, 2021) gibi unsurlar ile sembolleşmiş örgüt kültürlerinin ile örgütsel çekicilik arasındaki ilişkiyi incelerken, örgütsel sembolizmin örgütsel çekicilik ile olan ilişkisi tam olarak ele alınmadığı söylenebilir. Bu doğrultudan yola çıkarak örgüt kültürünün bir parçası olan örgütsel sembolizm örgütsel çekiciliği etkileme ve arttırma potansiyeline sahip oldukça önemli bir strateji olarak değerlendirilebilir.…”

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The Mediating Role of Organizational Inclusion in the Effect of Organizational Symbolism on Organizational Attractiveness

Gül¹

2023

ASRJOURNAL

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GİRİŞ18. yüzyılda İngiltere de gerçekleşen sanayi devrimi sonrası çalışma hayatı ve sosyal yaşamda önemli değişimler meydana gelmiştir. İnsan emeğine artan ihtiyaç yanında kırsaldan kentlere göçün yaşanmasını ve sanayi şehirlerinin ortaya çıkmasını sağlamıştır. Bunun sonucunda ise işgücü arzında bir artış ve çeşitlilik meydana gelmiştir. Emek veya işgücü piyasası her dönem çalışma hayatında önemli bir yer tutmuştur. Örgütler iş gücü piyasası içerisinde kalifiye ve yetenekli bireyleri kendi örgütleri içerisinde barındırarak insan kaynakları açısından avantajlı konumda olmayı rekabet edebilirlik açısından her zaman önemli görmüşlerdir. İş gücü piyasasında çeşitli nedenlerle artan çeşitlilik durumları örgütlerin farklı insan kaynakları yönetim politikaları izlemelerini mecburi hale getirmiştir. Klasik yönetim anlayışından başlayarak bilimsel anlamda modern yönetim anlayışlarına kadar uzanan bu süreçte çalışanların performansını ve motivasyonunu olumlu yönde etkileyecek birçok anlayış yönetim alanında uygulanmaya başlanmıştır. Çünkü çalışma hayatında bir örgüt açısından insan sermayesi oldukça önemli ve üzerinde durulması gereken konuların başında gelmektedir. Sürekli değişim gösteren çalışma yaşamında mevcut çalışanların devamlılığını sağlamak ve örgüte olan bağlılıklarını arttırmak zaman, maliyet ve rekabet edebilirlik açısından örgüte fayda sağlamaktadır.İnsan kaynakları yönetimi örgüte kalifiye ve yetenekli çalışanları kazandırmanın yanında örgüt içerisinde bulunan kalifiye ve yetenekli çalışanları örgüt bünyesinde kalmalarını sağlayacak çalışma ve faaliyetleri uygulamaktır.

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Nonfamily employees’ perceptions of treatment in family businesses: Implications for organizational attraction, job pursuit intentions, work attitudes, and turnover intentions

Cited by 22 publications

References 100 publications

The Role of Identity and Career Interest Alignment in Building Affective Commitment and Intention to Stay in Indonesian Small and Medium Family Business

The Role of Identity and Career Interest Alignment in Building Affective Commitment and Intention to Stay in Indonesian Small and Medium Family Business

Exploring the Relationship Between Family Involvement and Innovative Capability in Chinese Family SMEs: The Role of HR Redundancy

The Mediating Role of Organizational Inclusion in the Effect of Organizational Symbolism on Organizational Attractiveness

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