Some Virtue Ethics Implications from Aristotelian and Confucian Perspectives on Family and Business

Sisón, Alejo José G.; Ferrero, Ignacio; Redín, Dulce M.

doi:10.1007/s10551-019-04307-4

Cited by 26 publications

(25 citation statements)

References 60 publications

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“…The first approach to identity construction was to abide by conventional gender expectations and see their leader role as temporary or transitional between male leaders. In contrast to Western nuclear families, Chinese Confucian families have rigid leadership, relationships and birth-order hierarchy (Sison et al, 2020). Maintaining harmony and accepting unequal relationships are considered an individual's primary moral obligation (Leung, 2003).…”

Section: Discussionmentioning

confidence: 99%

“…Second, the leader identities of daughters are further contested in the Confucian family kinship system, which has been criticised for producing unequal dyadic relationships in which male values are prioritised and regarded as superior (Sison et al, 2020). The Confucian family is a social enterprise that is patriarchal, patrilineal and patrilocal (Hwang, 2012).…”

Section: Daughter's Successor-leader Identity Construction Within Thementioning

confidence: 99%

“…Male heirs are privileged in Chinese family business (Chen et al, 2018), with daughters rarely involved in major decision making. Moreover, the collectivist principles of Confucianism mean that harmony must characterise all interpersonal (including business) relationships (Sison et al, 2020). Consequently, a challenge to leadership positions by daughters would be considered a threat to the stability of both the family and the business (Cao et al, 2015;Yan and Sorenson, 2006).…”

Section: Daughter's Successor-leader Identity Construction Within Thementioning

confidence: 99%

“…Indeed, the Western 'nuclear family' model still dominates family business research (Alrubaishi et al, 2020;Byrne et al, 2019), resulting in a lack of understanding regarding important differences in family structure across cultures (Mussolino et al, 2019). In contrast to nuclear families in the West, Chinese Confucian families are found to be more rigid in their leadership and relationships, stricter in birth-order hierarchy, more authoritarian in parental control and more dependent across generations (Sison et al, 2020). Historically, patrimonial control was viewed as the birthright of the eldest son, that is, primogeniture (Cole, 1997); however, contemporary research shows that nearly one-third of family businesses in China have a female successor (Chen et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

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

Xian

Jiang

McAdam

2020

International Small Business Journal: Researching Entrepreneurs

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This article explores the approaches of identity construction used by Chinese daughters while negotiating the successor–leader role within family businesses. A qualitative interpretivist approach was adopted to understand daughter views on gender, family business leadership and succession, as well as the approaches adopted to negotiate the role of female successor/leader in the Chinese family business. Twenty semi-structured interviews were conducted with both actual and potential female successors. Three approaches of identity construction emerged based on the degree of conformity to traditional gender roles and Confucian family values: first, to abide by conventional gender expectations and perceive themselves as a temporary leader; second, to act as the ‘second leader’ and remain involved in decision making and third, to challenge conventional gender roles and strive to be an independent leader. This article contributes to debates on women in family business and gendered identity construction of daughters in family business in the Chinese context.

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Section: Discussionmentioning

confidence: 99%

Section: Daughter's Successor-leader Identity Construction Within Thementioning

confidence: 99%

Section: Daughter's Successor-leader Identity Construction Within Thementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

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

Xian

Jiang

McAdam

2020

International Small Business Journal: Researching Entrepreneurs

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“…Nepotism and favouritism are an ethical problem of organizational practice [7], which is also influenced by values formed by cultural traditions [9,76,77]. However, it is important to note the lack of such comparative studies between Poland and Lithuania.…”

Section: Hypothesis 3 (H3)mentioning

confidence: 99%

Nepotism and Favouritism in Polish and Lithuanian Organizations: The Context of Organisational Microclimate

Vveinhardt

Sroka

2020

Sustainability

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The phenomena of ‘nepotism’ and ‘favouritism’ are frequently observed in contemporary business, being usually associated with corruption in the public sector and the abuse of public resources. The phenomena, however, have an international scale and no country and sector of the economy are free of them. Given these facts, our paper identifies the attitude of Lithuanian and Polish employees to it in the context of revealing the organizational microclimate. Our analysis is done in relation to three basic aspects: a) Sector (public vs. private), b) gender (male vs. female) and c) five different age groups. Our research sample involved 337 respondents (Poland-PL, N = 164 and Lithuania-LT, N = 173) representing public (PL and LT, N = 119) and private (PL and LT, N = 218) sector organizations. A closed-type questionnaire was used in the survey. Validity and reliability of the questionnaire were confirmed by its high psychometric characteristics. Several research methods, including factor analysis, Cronbach’s alpha, Spearman–Brown, factor loading and total item correlation were used in our study. The results show that there are both similarities as well as differences between the organizations analysed. As far as the private vs. public sector is concerned, in Poland, manifestation of nepotism in principal does not differ in private and public organizations, unlike in Lithuanian organizations, where a worse situation is recorded in public sector organizations. In turn, comparing employees’ attitudes by their gender, it was identified that there were more similarities than differences between Poland and Lithuania in four subcategories. Finally, comparing employees’ attitudes by their age, it was identified that the least number of statistically significant differences was identified in two age groups: 18–24 years old and over 51.

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Character-Infused Virtue Ethics and Implications for the Design of Character Development Training

Moore,

Saçak

2023

Educational Communications and Technology: Issues and Innovations

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Some Virtue Ethics Implications from Aristotelian and Confucian Perspectives on Family and Business

Cited by 26 publications

References 60 publications

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

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

Nepotism and Favouritism in Polish and Lithuanian Organizations: The Context of Organisational Microclimate

Character-Infused Virtue Ethics and Implications for the Design of Character Development Training

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