Study of factors influencing knowledge transfer in family firms

Abstract

Purpose: We propose in this paper to analyze what are the factors that influence knowledge transfer both intra and intergenerational in family firms. The main objective is to establish a framework that can be used later in empirical research, although we maintain a completely theoretical approach in this paper Design/methodology/approach: This study, which is a comprehensive framework characterized the knowledge transfer literature in family firms in terms of the factors influencing them, was developed by an extensive literature review. Findings:Based on an extensive literature review, we conclude that knowledge is best transferred when family members value the following factors: trust between family members, commitment to the family business, intergenerational relationships, intragenerational relationships, psychological ownership of the family business, successor's aspects and training, predecessor involvement in the successor training, organizational culture and relationships with Family Business Associations. Research limitations/implications:The study demonstrates the extensiveness and variety of knowledge transfer research. However there is not the same situation in family firms' field. For academics, these different factors can be used as a map for future empirical studies. Originality/value:There is a notable lack of research into knowledge practices in -1216-Intangible Capital -http://dx.doi.org/10.3926/ic.405 small and medium-sized enterprises and especially in family firms. Besides, there is a gap in the understanding of an effective way to transfer these resources across generations; actually, existing studies on knowledge management in family businesses are scarce. The main value of our paper is to fill out partially this gap.

The father’s role in supporting the son’s business knowledge development process in Vietnamese family businesses

“…Researchers have agreed that a successor's academic course and practical training outside of the family business influences the process of their business knowledge development (Cabrera-Suárez et al, 2001;Chirico, 2007;Martínez et al, 2013).…”

The war of the worlds? – A passing and taking of succession in Hungarian family businesses

“…Internal knowledge transfer refers to the process of exchanging knowledge between different family members and the creation of a common understanding family business (Csizmadia et al 2016). It also refers to all the skills and competencies family members accumulate during their education, work and life experiences and possess collectively (Martínez et al 2013). As Le Breton Miller et al (2004) argue, 'knowledge transfer often begins at the dining table, builds up during summer jobs at the company, and continues through a career at the family firm'.…”

Managing Succession and Knowledge Transfer in Family Businesses: Lessons from a Comparative Research

“…The successor is not directly forced but is socialised through family values to continue the business. firms is all the skills and competencies family members accumulate during their education, work and life experiences and possess collectively (Martínez et al, 2013). Knowledge transfer refers here to the process of exchanging knowledge between different family members and the creation of a common understanding family business.…”

“…The second issue is the close social distance between the various actors, which also concerns the relatively high frequency of their interactions even outside business. On that basis family firms may create a common language that supports them in communicating effectively and in more privacy (Martínez et al, 2013). As Le Breton-Miller and her colleagues put it: 'knowledge transfer often begins at the dining table, builds up during summer jobs at the company, and continues through a career at the family firm' (Le Breton -Miller et al, 2004).…”