Exploring human resource management in family firms: a summary of what we know and ideas for future development

Botero, Isabel C.; Litchfield, Shanan R.

doi:10.4337/9781781009383.00029

Cited by 11 publications

(18 citation statements)

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“…In the last decade there has been an increased interest in understanding the recruitment challenges that family businesses face and how applicants evaluate family firms as places to work (See: Blombäck & Botero, 2013, Botero & Litchfield, 2013, and Tabor et al, 2018 for comprehensive reviews). However, there has not been an encompassing framework that can help researchers understand what non-family applicants evaluate when considering a family firm as a place to work, how do they evaluate these attributes, and how these evaluations affect their intentions to pursue a job with a family firm.…”

Section: Discussionmentioning

confidence: 99%

Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium

Arijs

Botero

Michiels

et al. 2018

Journal of Family Business Strategy

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Recruiting college educated non-family employees has been one of the challenges identified by family business owners affecting the success and continuity of family firms. To better understand this challenge, we build on previous work from recruitment, branding, and family business literature to introduce the family business employer brand construct and its components. We explore the perceptions that nonfamily applicants have about the family business employer brand components, and how these perceptions affect intentions to pursue a job with a family firm. Data were collected through surveys in the USA (N= 293) and Belgium (N = 324). Results from both countries indicate that participants evaluated instrumental (i.e., compensation, job security, and advancement opportunities) and symbolic (i.e. trustworthiness, innovation, thrift, style, and dominance) components of the family business employer brand differently in the two countries and these factors varied in the effect that they had on the intent to pursue a job in a family firm. Implications of these results for practice and further research are discussed.

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Section: Discussionmentioning

confidence: 99%

Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium

Arijs

Botero

Michiels

et al. 2018

Journal of Family Business Strategy

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“…This alternative, ‘bleak house’ (Rainnie, 1991; Wilkinson, 1999) perspective of SMEs suggests that the selfsame flexibility and scope for faster, localised decision-making as well as proximity between employees and owner-managers (Nadin and Cassell, 2007) could also present a new raft of challenges and opportunities for employee exploitation. There are ongoing problems with the fair treatment of employees and the absence of voice channels in SMEs across the Agriculture, Construction, Hospitality and Commerce industries (Eurofound, 2017), which is exacerbated in family businesses although, again, studies are scarce (Botero and Litchfield, 2013; Cruz et al, 2014). In turn, the majority of such firms are micro or small with 98% having less than 50 workers and unlikely to have TU presence (Central Statistics Office, 2005).…”

Section: The Case Of Smes – ‘Small Is Beautiful’ Vs ‘Bleak House’mentioning

confidence: 99%

The SME paradox? Investigating ill-treatment behaviours in small and medium-sized enterprises in Ireland

Lewis

Manolchev

Pursell

et al. 2020

International Small Business Journal

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The dynamics of employment relations in small and medium-sized enterprises (SMEs) have attracted academic interest since the 1970s. To date, research debates have converged around two competing perspectives extolling either the opportunities, or the exploitation caused by informal working practices in smaller sized firms. Responding to calls for a more balanced and nuanced view, we analyse n = 1764 responses from a nationally representative study of workplace relations in Ireland, specifically focusing on negative behaviours in SMEs. We contribute to bullying and SME literatures by disaggregating the SME label and showing that certain employee groups in medium-sized firms are likely to report higher incidences of ill-treatment than their counterparts in smaller and larger firms. We conclude by making recommendations on how managers, owners and HRM practitioners can use our study’s findings to improve employee experiences and tackle bullying, harassment and other types of ill-treatment in their respective working environments.

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“…Family business scholars have started to take stock of the body of works on HRM (e.g. Botero and Litchfield, 2013; Combs et al, 2018; Gutiérrez-Broncano et al, 2014). More specifically, reviewers have investigated HRM in the family firm context to identify factors that influence the use of HR practices, namely, firm size, firm developmental stage, family and non-family employees, and family influence (Botero and Litchfield, 2013).…”

Section: Hrm Research In the Context Of Family Firmsmentioning

confidence: 99%

“…Botero and Litchfield, 2013; Combs et al, 2018; Gutiérrez-Broncano et al, 2014). More specifically, reviewers have investigated HRM in the family firm context to identify factors that influence the use of HR practices, namely, firm size, firm developmental stage, family and non-family employees, and family influence (Botero and Litchfield, 2013). In addition, Gutiérrez-Broncano et al (2014), who reviewed the HRM literature to identify positive and negative aspects of family business–specific phenomena, show that research on HRM has utilized only a limited number of theoretical perspectives and has insufficiently accounted for family business heterogeneity.…”

Section: Hrm Research In the Context Of Family Firmsmentioning

confidence: 99%

Advancing knowledge on human resource management in family firms: An introduction and integrative framework

Hoon

Hack

Kellermanns

2019

German Journal of Human Resource Management

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Over the last decades, human resource management has received increasing attention in family business scholarship. However, works on human resource management in the context of family firms remain relatively low as compared to the more general body of studies on human resource management. This article introduces our special issue of the German Journal of Human Resource Management, which discusses facets of how family firms configure human resource management and set human resource practices. We first give a brief overview on the conceptual and empirical research that relates to and informs human resource management within family firms, resulting in a human resource system framework. We then discuss ideas for future human resource management research, namely, the influence of the owning family on human resource orientation, non-family employees as human resource recipients and the role of human resource professionals in delivering human resource management. Furthermore, we call for making psychological foundations part of the human resource management scholarship agenda. There is still work to be done before human resource management can find its ‘place in the sun’ in the family business community. Hence, this special issue contributes to developing family business human resource management scholarship further by offering the human resource system framework, by suggesting directions for future research and by advancing our conceptual and empirical understanding of human resource management in the context of family firms.

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Exploring human resource management in family firms: a summary of what we know and ideas for future development

Cited by 11 publications

References 0 publications

Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium

Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium

The SME paradox? Investigating ill-treatment behaviours in small and medium-sized enterprises in Ireland

Advancing knowledge on human resource management in family firms: An introduction and integrative framework

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