Family Business

Une chose interpelle lorsque l’on entreprend de s’intéresser aux entreprises familiales et à leur transmission : la récurrence de certains chiffres qui témoignent de la sensibilité des entreprises
familiales aux changements de générations. Qui, en effet, n’a jamais lu que seul un tiers des entreprises familiales survivent au retrait de leur fondateur ? que 10 à 15 % d’entre elles sont transmises à la
troisième génération et moins de 5 % à la quatrième ? Doit-on voir dans cette récurrence une concordance de différentes études qui parviennent à des résultats similaires ? Un rapide examen des sources invite cependant à penser différemment : dans les bibliographie
aussi on observe une certaine récurrence. Si bien qu’il est légitime de se demander si la récurrence des chiffres n’est pas, en définitive, la répétition d’une même enquête dont les origines se perdent à force de répétition. C’est précisément ce que cette recherche entend
déterminer.

The paper aims to investigate the role of networks in the growth processes of family firms. The study adds to two main stream of literature, drawing together theoretical developments from the family firm realm and networking theory, to investigate the ways in which these structures and processes interact to facilitate and inhibit entrepreneurial growth. The paper also draws on international field data, thus adding to our knowledge of the context-specific nature of entrepreneurial growth processes, family firms, and networking.

The aim of this research is to study the moderating role of family management in the relationships between the intensity of research and development and the occurrence of continuous technological innovation and between the existence of technological innovation outcomes and long-term firm performance. The results show that family management reduces efficiency in the conversion of research and development expenses into technological innovation outcomes over time. Our findings also suggest that the influence of family management significantly contributes to improving the effect of the achievement of technological innovation on long-term performance.

PurposeThe current review aims to examine the growth trajectory, most influential documents, intellectual and conceptual structure of the literature regarding gender issues in family business research.Design/methodology/approachThe bibliometric analysis was performed using 224 documents from 1991 to 2020 extracted from the Web of Science database.FindingsThe review finds that this field's knowledge grew exponentially during the last three decades, mainly after 2003 and the last several years. Based on the co-citation analysis, three major research lines are identified: “Women's challenges and opportunities in the family business”, “Gender diversity in the family business corporate board”, and “Gender and family SMEs management.” The temporal co-word analysis reveals that “Gender diversity in the family business corporate board” is the latest research line.Originality/valueBy reviewing prominent cited references and documents that cited them, the authors provide the landscape...

The present study examined tensions generated by business issues for 187 family business-owning wives and husbands over a period of time. Family and business goal ranking identified the first priority goal of business owners (husbands) as positive reputation with customers and of wives (household managers) as good family relationships. The tension questions reflect the five conflict content areas of justice,

Using the Institutional approach from North as a reference, we describe and explain the formal and informal institutional factors that operate in the context of the family business, influencing its behavior, especially in the context of corporate governance. We first establish and define those institutions, analyze the existing literature and propose a theoretical model to be tested in future research. We finalize showing new routes to be considered in further studies.

När jag har gjort en fältstudie som handlar om dialog under känslosamma omständigheter där människor har skrattat, gråtit, tänkt och samtalat tillsammans, hur kan jag då skriva om detta utan att texten känns platt, linjär och förutsägbar? Det vill säga, hur kan jag skriva om de levande, trevande och pågående samtal som jag har upplevt? Dessa frågor är utgångspunkten för det här kapitlet. Genom att berätta om min egen skrivresa, från det att jag satt med en hel resväska med ”data” till att jag fick ihop det till ett avhandlingsmanus, hoppas jag kunna väcka frågor och funderingar som rör själva skrivprocessen – vad vi kan kalla skrivandets praktik – kring hur vi skriver våra fältstudietexter.

This book focuses on topics such as the cultural specificity of Arab family businesses with regard to shaping their governance and management; the influence that specific values in the Arab world could exert on the management of family businesses; how spiritual and religious values influence business in Arab family firms; and the role of emotions in the management of family firms in the Arab World. Presenting a collection of contributions addressing management, finance, strategy and succession in Arab Family businesses, this book constitutes a novel and unique contribution to the research field of family businesses.

How can a family business reduce environmental uncertainty and dependence by developing its business model, changing the logic of creating and capturing value through its activities? We address this question by exploring the case of Cimber, a Denmark-based family-owned airline, which has developed different business models since its establishment in 1950. We build on resource dependence theory to investigate the actions that Cimber took in this process. We find an important role of the family in balancing internal and external influences, in shaping the scope and complexity of the business model, and in creating specific path dependencies in this process.

Studies show that family businesses need to manage conflict, but there has been little research on different conflict manifestations and their impact on families involved in businesses together. This study investigates the impact of six conflict styles on severity of conflict and quality of life for husbands and wives in 206 farm family businesses. Data analysis was done using structural

Agricultural policy has in the last 50 years taken much of the risk and the initiative away from Norwegian farm forest owners. Subsidies in agriculture have guaranteed an acceptable income and there has been neither need nor incentives for starting up new activities at the farms. This situation is now gradually changing. The income both from agriculture and forestry is decreasing and farm forest owners have either to move, to find job opportunities outside the farm or to start up new activity at the farm using the farm's resources. ...

A családi vállalkozások főként a mezőgazdaságban és a kereskedelemben jelentős számmal és értékkel rendelkeznek a kisebb közösségek számára. Kutatásunk a családi vállalkozások generációváltására hívja fel a figyelmet. Támogatást kívánunk nyújtani számukra, melynek segítségével ez a folyamat tudatosabban, tervezettebben és gördülékenyebben valósulhat meg. A tulajdonosok sokszor jelentős szakmai tudással, kapcsolati és anyagi tőkével rendelkeznek, de azzal a képességgel híján vannak, hogy ezt a tőkét milyen módon tudják átadni a leendő generációnak. Bemutatjuk a generációváltás jellegzetes lépéseit, folyamatait, illetve azok nehézségeit. Segítséget nyújtunk kutatásunkkal abban, hogy milyen tényezők átgondolása támogathatja a tulajdonosok évtizedeken át gondozott vállalkozásának átörökítését.

The purposes of this article are threefold. First, there is a brief review of current and historical research on home-based business with special emphasis on female home-based employment and the impact of such employment on family life. Second, a conceptual model for family work activities is advanced. Finally, concepts related to home-based employment that could be used to frame and

This diagnostic tool is designed to calculate the Sustainability Quotient of a family business. A higher Sustainability Quotient of a family business indicates a higher chance of the survival for both the family and the business. The significance of long-term survival of the family business is needless to mention; however, social survival of family – who owns the business – is often overlooked. Since family is an integral part of the family business, therefore, the social sustainability of the family can also significantly contribute to the prospects of economic survival and emotional well-being of the family members.
Social survival of the family is negatively affected by conflicts in good and bad times. For example, a family business which is doing exceptionally good, may also become a source of conflict among partnering family members who may disagree on how to use excessive profits. The risk of a conflict is perhaps even greater during difficult times. Conflicts emerging between spouses leading to divorce, and conflicts among heirs due to inapt inheritance distribution are other examples which may threaten the survival of the family relations, which may also have economic and emotional consequences. The significance of avoiding such a scenario for a practicing Muslim, from the point of view of achieving salvation on the Day of Judgment, is needless to mention. 
Such a scenario cannot be avoided if the partnering family members in a family business only care and strive for the economic performance of their business while ignoring the social dimension of their relation within the business and the family.  In a nutshell, a family business needs to survive not just economically but also as a social unit for long-term sustainability. This long-term sustainability is especially at stake when the business is going through an intergenerational transition, more so when the third generation of the founders takeover.
My doctoral research on Memon, Delhiwala and Chinioti family businesses revealed that a higher Sustainability Quotient of the family business can increase the chances of long-term survival of a family business, not just as an economic entity but also as a family unit. The Sustainability Quotient can be calculated by measuring three factors (a) The mindset or religious orientation of the partnering family members; (b) the family culture of the partnering family members; and (c) the business strategies which emerge under the influence of ‘a’ and ‘b’.

Family businesses abound with emotions. How emotions affect strategic decision making in family
business remains little understood. The articles featured in this special issue break new grounds in
exploring the role and impact of emotions in family business strategy. The purpose of this article is to
synthesize the content featured in the special issue and to provide a comprehensive and unified foundation
for subsequent studies by offering specific suggestions for developing a future research agenda.

This is the first empirical and qualitative research in Iran that study leadership succession in context of Iranian family business. It is an endeavor to explore how does puzzle of succession in Iranian family business looks like and to which extend and with which contextual factors succession in Iranian family businesses can differ from other societies. In addition, this research concentrate on showing complexity, multi-variability, and multi-dimensionality of succession process and therefore tries to find and look at perspectives of all involved stakeholders that can affect and become affected by this process. Through this research, a new research structure for studying and theorizing about succession in family business is proposed.

It has been argued that the contribution of family businesses to national economies is considerable on a world-wide basis. The estimates of the contribution of family businesses to total production and employment vary internationally between 35 and 60 per cent (Astrachan & Shanker, 2003; IFERA, 2003). The variation depends on the country, indicator, calculation method and the definition of what

The term "dynasty" is reminiscent of the ruling dynasties of bygone times. But to this day, people all over the world strive to pass on possessions, power and status to the next generation. The contributors to this volume examine how actors at different times and in different spaces react to threats to dynastic orders and how they change as a result.
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Der Begriff "Dynastie" lässt an Herrschergeschlechter vergangener Zeiten denken. Doch bis heute streben Menschen überall in der Welt danach, Besitz, Macht und Status an die nächste Generation weiterzugeben. Die Beiträger dieses Bandes untersuchen, wie Akteure zu verschiedenen Zeiten und in unterschiedlichen Räumen auf Bedrohungen dynastischer Ordnungen reagieren und wie sich diese dadurch wandeln.

Ce chapitre nous livre les grandes lignes du cheminement de la recherche sur les entreprises familiales, articulées autour des travaux de Gérard Hirigoyen et ses co-auteurs. A travers une épopée récitée en 7 actes, il retrace les paroles académiques à portée opérationnelle que prononcerait le Prophète de l’Entreprise Familiale en réponse aux questionnements de chercheurs, membres et consultants d’entreprises familiales sur les thématiques-phares de l’hétérogénéité, la finance, l’identité, la succession, le temps, la gouvernance, et les liens familiaux.

One of the main challenges family firms face is achieving fairness between family and non-family employees in the workplace. Family and non-family employees have the potential to offer unique and distinct contributions to the firm which makes the achievement of fairness between them messy and complicated. Hence, two interesting questions are worth exploring: Given the complex nature of the family business human capital, how can family firms achieve fairness between family and non-family employees? And what can family business decision makers and advisors learn about the consequences of fair practices in the family business workplace? We first introduce a model of a fair process as a possible solution for family businesses to achieve fairness between family and non-family employees. Then, based on several examples and studies, we show that family business owners can highly benefit from promoting fairness in the workplace in terms of preserving family business reputation, and in terms of achieving long term family business survival and success.