Career development and affective commitment: a comparative study of family and nonfamily businesses

Abstract

PurposeThe purpose of this paper is to investigate whether there is a difference in career development programs between family and nonfamily companies. Moreover, the paper explores the relationships between career development dimensions and affective commitment in a family business setting.Design/methodology/approachA cross-sectional questionnaire-based survey was used to collect data from 506 employees in Bosnia and Herzegovina across the different industries. Independent t-test and hierarchical regression were used to test the hypotheses developed in the study.FindingsThe findings supported our assumptions that there is a significant difference in career development opportunities between family and nonfamily companies. Moreover, career development has a higher influence on affective commitment in the family business setting.Research limitations/implicationsThe data for this study was collected by using convenience sampling, as well as a cross-sectional survey method, which limits the generalization of results. Due to the unavailability of a public database, we relied on employees’ perceptions when it comes to the ownership of a company.Practical implicationsTo keep key employees, family business owners and managers have to invest in career development programs. The study shows that by aligning employee and organizational goals, offering professional development and remunerating the positive performance helps in keeping the most valuable assets within the company.Originality/valueSo far, the research about career development in family businesses was insensible. This study provides an important contribution to the understanding of career development and its outcomes in family businesses.

Psychological contract of employees in family-owned hotels: the role of talent management practices

“…Family business, defined as "a business governed and/or managed with the intention to shape and pursue the vision of the business held by a dominant coalition controlled by members of the same family or a small number of families in a manner that is potentially sustainable across generations of the family or families" (Chua et al, 1999, p. 25), is known to encounter financial challenges, cultural clashes between family and non-family members, and sometimes a lack of non-family members' engagement with its objectives (Berrone et al, 2012;Samara and Arenas, 2017;Knezovi c and Greda, 2021). However, the main challenge facing this type of firm is how to ensure a balance between family system and business mindedness (Steier et al, 2015;Contreras-Lozano et al, 2022;Mustafa et al, 2020).…”

Employee Participation in the Decision-Making Process and Organizational Citizenship Behavior: The Mediating Role of Affective Commitment

“…The AC refers to the emotional bond employees develop toward their organization and keeps them within it (Allen & Meyer, 1990). A plethora of literature suggests that AC can result from different human resource practices such as perceived organizational support (El Akremi et al, 2014), career development (Knezović & Greda, 2021), and empowerment practices (Raineri, 2017). Empowerment practices have been observed from different perspectives.…”

“…Therefore, the current state of knowledge can rely on previously mentioned samples and has to be extended with more studies from emerging, developing, and transitional economies. As such, Bosnia and Herzegovina (B&H) provides an interesting context as a country that is still in the transition process from socialism to capitalism (Knezović & Greda, 2021). Furthermore, the country is characterized by labor-intensive industries and a high number of employed people in the government and public sector, which does not create a "fertile environment" for higher employee participation.…”

Linking Service-oriented High-Performance Work Practices Bundle with Person-job Fit, Person Organization Fit and Affective Commitment: A Parallel Mediation Analysis

“…Kuruüzüm et al (2009) posited that Career Development has strongly link with affective commitment. Based on work by (Knezović & Greda, 2020) these investigations about the positive association between CD and AC becomes even meaningful. Therefore, its hypothesized that: H1: There is a positive relationship between Career Development and Affective Commitment.…”