Women in Latin American Family Businesses: An Institutional Logics Perspective

Samara, Georges; Lapeira, Maria; Kundu, Sumit K.

doi:10.5465/ambpp.2018.12770abstract

Cited by 1 publication

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“…However, the pursuit of socioemotional goals in family firms adds important considerations when discussing justice and fairness in the workplace (Gomez‐Mejia, Neacsu, & Martin, ; Rodríguez‐Ariza, Cuadrado‐Ballesteros, Martínez‐Ferrero, & García‐Sánchez, ; Samara et al, ; Williams et al, ). Achieving socioemotional goals, such as maintaining family harmony and unity and preserving family bonds, have at least equal importance in family firms as achieving economic goals (Chrisman, Chua, Pearson, & Barnett, ; Gomez‐Mejia et al, ; Samara et al, ). In this regard, the family member whose managerial talents or personality characteristics may not contribute to the business at a level corresponding to ordinary calculations of risk‐reward may nevertheless bring agreeableness and harmony that indirectly contributes to the family firm in a way that compensates for less material performance in the business.…”

Section: Socioemotional Goals Utilitarian Justice and Fairness In Thmentioning

confidence: 99%

Justice versus fairness in the family business workplace: A socioemotional wealth approach

Samara

Paul

2018

Business Ethics: A Eur Rev

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The organizational justice literature and the family business literature have developed independently, which limits our understanding of fairness and justice in the family business workplace. So far, the concepts of justice and fairness have been used interchangeably in the family business literature, as if objective measures that aim to increase justice in the workplace will automatically translate into fairness perceptions among family business employees. By integrating the organizational justice literature and the family business literature, we first differentiate between the two concepts of justice and fairness and argue that a utilitarian conceptualization of justice may come into direct conflict with fairness perceptions in the family business workplace. Second, we shed light on the importance of incorporating socioemotional goals, particularly those that reveal a bright side of socioemotional wealth, into rules and regulations designed to increase justice in the workplace, which, we argue, contributes to increasing fairness perceptions among employees and to building and maintaining an ethical family business workplace. Theoretical and practical contributions are discussed at the end of the paper.

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