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Grobler, Marthinus Petrus Johannes. „Green business and environmental issues: family versus non-family business“. Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008058.
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The aim of the study was to understand whether family businesses and non-family business differ from one another regarding green business and environmental issues. Green business issues are of global importance for the continued existence of business within the world. Businesses do not exist in isolation but within the context of the environment within which they function. Business has an impact on the environment and the environment has an impact on business. Furthermore, family businesses constitute a large part of the world economy and estimates range from 60-90 percent of GDP contributed by family businesses. In the South African context family businesses also form a significant part of the business environment. A literature study was conducted. The study identified five factors and considered each of these factors in the study. The five factors are: Green Business; Values; Stewardship; Succession; and, Stakeholders. In addition to a literature, primary research was conducted and data were collected by means of a questionnaire that collected data on the factors identified as well as some biographical information, including race, age and the sectors in which the respondents operated. The study’s findings correspond with the literature study, although no clear difference was found between family business and non-family business relating to green business and environmental issues. Family businesses do however believe that they are stewards of the environment and need to care for the environment.
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Carlsson, Christian, und Besmir Duraku. „Motivation within a Family Business : Why are non-family managers motivated to work within a family business?“ Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18380.
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Abstract Problem: Family business is the most common type of enterprise in the world and an elaborative subject to perform research in. However, the linkage between motivation and family business is not common to study, especially form the non-family managers’ perspective. Therefore, this thesis aims to fulfill the missing gap in research concerning motivational factors for non-family managers within a family business. Motivational factors are crucial for individuals in order to perform, although the motivational factors for a non-family manager within a family business is a complex phenomena. Several parameters must be taken into consideration, such as the family businesses characteristics and sources to motivation. Purpose: The purpose of this thesis is to investigate and to reach an understanding for why non-family managers are motivated to work within a family business. Method: The method used in this thesis is a qualitative research with an abductive reasoning, based on ten interviews with eight different family businesses. The interviews include a variation of family businesses, as well as a variation of respondents, in order to receive a wide overview of how motivation is applied in different type of areas. However, the selection of this thesis interviews is based on that all the organizations are medium to large sized family businesses that have both family members and non-family members within their management team. In addition, all the respondents are non-family members, with a management position, within a family business. Results: The result of this thesis argues that the main reasons for why non-family managers are motivated to work within a family business are: The opportunity to be part of the decision making process and the possibility to influence the future culture within a family business.
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Van, Zyl Jacques. „Attraction and retention of non-family business employees“. Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1365.
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The purpose of this research treatise was to identify specific aspects related to employees in a non-family owned business that can be adopted by family owned businesses in order to attract, attain and motivate non-family employees. The focus of the researched aspect was based on seven categories of business management, namely; governance, policies and procedures, direction and planning, leadership, employee development, rewards and other general related characteristics. The research commenced with a literature review, which centered on background information pertaining to family owned businesses and specific aspects related to organisation and management thereof. It was assessed that very few completed research papers exit that addressed the topic as indicated above. The research focussed on a medium sized, non-family owned business within the consulting engineering industry. The physical research consisted of a questionnaire distributed to all of the employees of the particular firm. The questionnaire was made up of two sections. The first was a typical Likert scale type and the second, open ended questions. The questions of both question sets were categorised in specific business control and management topics, namely: - Governance; - Policies and procedures; - Direction and planning; - Leadership; - Employee development; - Rewards; and, - General aspects. The primary objective of this study was to identify and explore the factors that are regarded to be important by unrelated employees in work environment, specifically focusing on attaining, retaining and motivating aspects. The study found that the average employee prefers to have desire for formal management structures and see succession planning not only as an important sustainable business strategy, but also as an underlying motivation principle. Also identified were the partialities towards formal employee management systems, employee development, and the value of monetary rewards.
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Grytsaieva, Tetiana, und Johan Strandberg. „Communication in family businesses : Relationships between family and non-family managers“. Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-31118.
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Problem: Family firms often comprise of a complex web of relationships between family and non-family managers that are active within the business. Family enterprises are also known for their closed communication and decision-making practices. It often occurs that families do not include non-family managers into important business-related discussions and do not consult their decisions with managers from outside of the family. At the same time, research in the area of family business defines that the relationships between family and non-family managers are highly linked to the success of a business. With these considerations in mind, this study investigates how family and non-family managers communicate in family businesses. Purpose: The purpose of the thesis is to create an understanding of the phenomenon of communication and information-sharing between family and non-family managers in small and medium-sized family firms in Sweden. In particular, we are investigating the distinctive characteristics of communication, the barriers to effective communication, and what business-related information that is not shared between family and non-family managers. Method: This study is conducted qualitatively, utilising multiple case studies. For the collection of empirical data, we conducted twelve semi-structured interviews with both family and non-family managers in three small and medium-sized family companies located in Sweden. Findings: Our findings show that there are multiple distinctive characteristics of communication in family firms. Additionally, we uncovered several groups of barriers that hinder effective communication between family and non-family managers in family companies. Additionally, we found out that there is numerous business-related information that is not shared between family and non-family managers. Contributions: Our findings contribute to the managerial and theoretical understanding of communication and information-sharing between family and non-family managers in family businesses. This thesis is of interest to any individual working in or with family companies, as well as, academics, who investigate the field of family business.
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Becker, Malin, und Lisa Öhlund. „Non-Family Employees' Interpretations of Organizational Values : A Case Study of a Dispersed Family Business“. Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-78256.
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Geographically dispersed organizations are becoming increasingly common, however, the organizational culture is often weaker in this type of organization due to geographical distances. One important aspect of the organizational culture is the organizational values, and if shared by all organizational members they can benefit the company on many levels, for example by increasing motivation and communication. If employees, on the other hand, fail to interpret the organizational values it may lead to decreased working moral and overall dissatisfaction. In family businesses it is the values of the family that constitute the organizational values, and these may be difficult to communicate to non-family employees, because family businesses often rely on informal communication. The purpose of this thesis is to describe how non-family employees interpret the organizational values of a family business, as well as to increase the understanding of whether geographical distance affects their interpretation. In this thesis we have conducted a qualitative case study, in which ten semi-structured interviews were made in a geographically dispersed family business. We have assumed an employee perspective and have, thus, interviewed non-family employees on the different geographical locations of this family business. The findings from the empirical data showed that the case studied organization does not have any formally written organizational values and the non-family employees have as a result interpreted the values slightly differently. The employees state the organizational values in general terms, which would make them applicable to any organization, or even society at large. In the analysis we compare the theoretical framework and the empirical findings in order to present conclusions for the organization being studied. The analysis will be divided into themes; organizational structure, organizational culture and values as well as the relation between the non-family employees and the family business. We were able to conclude that informal communication is not sufficient in order to efficiently communicate the organizational values in a geographically dispersed organization. Nevertheless, the geographical distance for each workplace respectively could not be identified as the only influencing factor that affects the employees’ interpretation of the organizational values. The organizational structure emerged as a contributing factor. The non-family employees’ interpretations were broad and general in terms of the organizational values. One of our recommendations is for the organization to write down the organizational values and distribute them throughout the organization, which will enable the organizational values to be correctly interpreted by all organizational members.
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De, Lange Juanré Anton. „The influence of selected marketing mix strategies on business performance of small family and non-family businesses in the Eastern Cape“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15016.
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Despite the fact that small family and non-family businesses in South Africa are important contributors to economic and social development, their failure rates are still high globally. Major contributing factors to this high failure rate are the lack of marketing skills and ineffective marketing practices. Therefore, the primary objective of this study was to establish what marketing mix strategies are used by small family and non-family businesses in the Eastern Cape and the influence of these strategies on Perceived business performance. The literature review dealt with the nature and importance of marketing, and the traditional marketing mix strategies were elaborated on from a small family and non-family business perspective. The traditional marketing mix strategies (4Ps) identified as influencing the Perceived business performance of small family and non-family businesses, were classified as Product-, Pricing-, Place-, and Promotion strategies. From the literature review, it was evident that the traditional marketing mix strategies have been criticised by a number of studies as not reflecting the holistic marketing concept within the 21st century. Yet, despite its simplicity various studies still find the traditional 4P framework to be a strong staple of the marketing mix. In this study, a quantitative research design was adopted and an exploratory and descriptive research approach of a cross-sectional nature were undertaken. A convenience sampling technique was used owing to the inaccessibility of a small family and non-family business database. The sample size in this study consisted of 195 small family-owned businesses and 145 small non-family businesses operating within the borders of the Eastern Cape. The primary data in this study was gathered by means of a structured, self-administered questionnaire. The measuring instrument was developed by sourcing items from several existing studies. Small family and non-family businesses were approached by fieldworkers and asked to participate in this study. In total 400 questionnaires were distributed, of which 340 were usable for further statistical analyses. Therefore, an effective response rate of 85% was achieved in this study. The validity and reliability of the measuring instrument were confirmed by means of an exploratory factor analysis (EFA) and by the calculation of Cronbach„s alpha (CA) coefficients. The five usable factors that were extracted from the EFA were identified as Pricing strategies, Competitive distribution strategies, Communication process strategies, Low cost promotion strategies and Perceived business performance. The CA coefficient for Pricing strategies indicated that the scale measuring this factor was not reliable due to it falling below the accepted norm of 0.6 and, therefore it was disregarded from further analysis. The CA coefficients returned for the remaining usable factors extracted from the EFA were greater than 0.6, thus indicating the scales measuring these variables provided satisfactory evidence of validity and reliability. The findings of the descriptive statistics showed that the highest mean score reported was for the independent variable Competitive distribution strategies, followed by Communication process strategies and Low cost promotion strategies. Based on the mean, respondents indicated that they often utilise Competitive distribution strategies and Communication process strategies, and seldom utilise Low cost promotion strategies. Pearson‟s product moment correlations revealed that all the marketing mix strategies, for both small family and non-family businesses, investigated were found to be significantly and positively correlated with the dependent variable Perceived business performance, and amongst themselves. The findings of the MRA showed that utilising Competitive distribution strategies have a significant positive influence on the Perceived business performance of small family businesses. The finding implies that the more small family businesses in this study provide high-quality and competitive products through distributions process methods by setting timing objectives, using distributions selection criteria and changing the distribution channel when needed to continuously satisfy customers‟ needs, the more likely the business is to experience growth in profit and sales and having loyal customers who make regular purchases and recommend the business to others. This study found no relationship between Competitive distribution strategies and the Perceived business performance of small non-family businesses, as well as between Communication Process strategies and Low cost promotion strategies and Perceived business performance of small family and non-family businesses. The results of the t-tests revealed that no statistically significant relationship was found between the Type of small business ownership and any of the three independent variables, Competitive distribution-, Communication Process-, and Low cost promotion strategies. Furthermore, the results of the Chi-square test for independence reported no statistically significant difference between using the family name as a marketing or branding tool and the size of the small business in this study. The results, however, indicated that as the business size increases, the more small businesses use their family name as a marketing- or branding tool. From the 18 sets of null hypotheses that were formulated, to explore whether the demographical variables had an influence on the marketing mix strategies utilised by the small family and non-family businesses, only 11 multivariant analysis of variance (MANOVA) relationships could be established as being statistically significant. These include the Gender of the business owner/manager, Age of the business owner/manager, Management qualifications of the business owner/manager, Ethnicity of the business owner/manager, Position in the small business, Years small business is in existence, Working experience of the business owner/manager, Management working experience of the business owner/manager, Form of business ownership, Area of business premises and Target market of the small business. This study has addressed a gap in the current literature regarding the influence of marketing mix strategies on business performance among small family and non-family businesses in a developing economy such as South Africa. This study has furthermore attempted to enlarge the body of knowledge available on marketing, especially concerning Communication Process, Competitive distribution strategies and Low cost promotion strategies. The results of the study differ somewhat from existing literature, and therefore add to the body of knowledge on marketing. Furthermore, the findings of this study show that small family businesses utilising Competitive distribution strategies have a significant positive influence on their Perceived business performance, and in doing so makes a small contribution towards increasing the success rate of these small family businesses and in return positively contribute to the economic growth and development of South Africa.
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Chamberlain, Gareth. „Non-family employees' perception of familiness, identification, commitment and customer service in a large family business“. Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/59762.
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Familiness has emerged as a central theory in the family business field yet little research has addressed how familiness impacts non-family employees and organisational performance in large private family firms. This study investigates non-family employee organisational identification and commitment, how these constructs are influenced by familiness and how they contribute to organisation performance in terms of customer service.
A questionnaire based survey yielding 354 responses was conducted in a large fourth generation private family business. The multi-level latent variable constructs and their relationships were analysed simultaneously using partial least squares structural equation modelling to determine the relationship significance and scale of influence.
Familiness was found to have a significant relationship with non-family employee organisational identification, commitment and customer service. The structural model explained a large percentage of the latent construct's variance and had strong statistical power, relevance and predictability. Organisational identification emerged as the most important factor in the proposed model as it was most influenced by familiness and displayed the largest effect on customer service. The findings indicate that the higher organisational performance outcomes often attributed to family firms may predominantly be the result of the familiness resources developing stronger emotional attachments and organisational identification in employees.Mini Dissertation (MBA)--University of Pretoria, 2017.
ms2017
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Sibhatu, Temesgen, Dalia Garsa Mahmod Mahmod und Goran Rubil. „Difference in foreign exchange risk management betweem family and non-family owned firms“. Thesis, Jönköping University, Jönköping International Business School, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-150.
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Financial risk as a result of trade in foreign currencies is inevitable for firms that are engaged in international trade. However the decision how to manage this risk differs from one firm to another. This difference can be a result of the type of ownership in the individual firm.One of the classifications of the type of firms that have different can be categorized as family firms and non-family firms.
Studies have showen that family firms differ in their use of control systems and financial management techniques. The difference is explained by the type of ownership. As a consequence of the differences, family and non-family firms may differe in their decision making with respect to foreign risk management.
This thesis compaires the practice of foreign exchange risk management in family and non-family firms.the objective is to asses if family firms and non-family firms differe in their decision making to currency exposure management. The effect of the involvement of family members in the management of currency risk will also be addressed.
Finaly, the paper will provide some recommandetions to firms exposed to foreign exchange risk.
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Carelsen, Mispah. „Measures of success of small and medium-sized family and non-family-owned businesses in the Eastern Cape“. Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/3479.
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Small and medium-sized enterprises (SMEs) are recognised internationally and in South Africa as a critical component of the economic development of a country as a result of their contribution to job creation, alleviation of poverty, sustainability and innovation. Furthermore, the majority of SMEs are also family-owned and play an increasingly important role in the South African economy, making up approximately 84 per cent of businesses in the country. Despite the critical role that family and non-family SMEs play in economic development, they are still plagued with high failure rates and unique challenges that make it difficult for them to survive. These challenges include, amongst others, regulatory burdens, restrictive labour policies, a lack of access to finance, markets and technology, as well as an overwhelmingly constant emphasis on survival. As a result of the added dynamic of family relationships within family-owned SMEs, they face additional challenges such as conflict between family members and inadequate succession planning. Focus is often placed on the factors leading to failure, but little is known about success-aiding behaviours that could reduce the high failure rate and improve the success rate of these businesses. As a result, it is important to examine what determines success and how it is measured. Success can be defined as the attainment of goals, therefore the achievement of goals plays a critical role in the success of the business.
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Datta, Amlan. „How Do Non-Family CEOs Adapt to the Risk Preferences of Family Business Owners? Investigating the Role of Vesting Grants“. Thesis, Université d'Ottawa / University of Ottawa, 2020. http://hdl.handle.net/10393/41113.
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This study clarifies how family firms use the vesting provision of incentive grants and calibrate the interests of non-family executives so that they merge better with the firms’ interests. Given the risks that family firms confront when they are considering strategic decisions, this study finds that family-owned firms provide more risk-based incentives to their non-family executives, primarily when the firms are performing below their aspirational level. Moreover, these firms rely more often on relative performance measures to assess the efficacy of their non-family executives as their performance deteriorates. These findings stand in stark contrast with the literature on this topic, which suggests that firms always use risk-based incentives and absolute performance measures to reward their executives regardless of the firms’ performance.
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Lindholm, Pontus, und Brandon Stewart. „Digital Transformations in Family Businesses : An exploratory study examining how non-financial aspects influence digital transformations in family businesses“. Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52721.
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Background: The advancement and spread of digitalization is reshaping the commercial landscape for firms, executing proper and adequate digital transformations have therefore become a necessity in order to thrive in the digital era. Existing literature has indicated that the unique and distinctive characteristics that family businesses possess may shape the way such firms handle various change efforts. However, research of how family firms handle digital transformations is heavily undeveloped, where the non-financial aspects’ influence on such transformations has yet to be assessed. Purpose: The purpose of this thesis is to investigate how non-financial aspects could influence a digital transformation process in family businesses. By fulfilling this purpose, additional insights can be contributed and enable a more thorough understanding of how non-financial aspects influence digital transformations in a family business. Method: This qualitative and exploratory thesis, guided by an inductive approach, has utilized a multiple case study containing four different cases in order to generate more insights and create a better understanding regarding the topic at hand. Eleven semi-structured interviews have been conducted and a thematic analysis has served as guidance when interpreting and analyzing the data. Conclusion: The results of the research reveal that four non-financial aspects were identified through the multiple case study. However, merely three of the four non-financial aspects identified were found to influence digital transformations in family businesses, encompassing both advantages and challenges which consequently affect a digital transformation. Additionally, the results show that one of the non-financial aspects solely had a positive influence on digital transformations, while the other two had both a positive and negative influence.
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Alhasni, Rafah, und Tari Negar Askari. „Internal Growth Barriers Of Small Swedish Family Business“. Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52767.
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Background:The family business is one of Sweden’s most common business forms, making up 90% of all firms and institutions. Also, it accounts for more than a third of GDP. So, it plays a vital role in the economy in Sweden. However, most of the family businesses are relatively small. Purpose:This paper aims to explore and understand the internal growth barriers to the small Swedish family business. Method:A qualitative method inspired by the inductive approach was conducted through semi-structured interviews with five owners of small family businesses in Sweden. The data were analyzed through three steps of general analytical procedure, which are (1) data reduction, (2) data displays, (3) conclusion and verification. Conclusion:This study concludes several internal growth barriers that affect the small Swedish family business: having only revenue goals, long-term growth goals, no written form of goals, family-oriented goals, unawareness of owner to change the firm’s structure during the growth, owner’s tendency to control all activities, owner prefers to keep the business smaller to keep control, the owner has more than one role and task, shortage of competencies and skills, unqualified successors and family members are welcome, lack of robots and Knowledge, owners have another job, different tasks, and roles, family business offers services of high quality that need time, selecting the oldest son to take over regardless of his competencies, employees’ attitude towards obeying a female owner, successors have no interest in taking over, no successors, rivalry among siblings and conflict of their interest, high arguments, different goals of family members from different generations, employ the first non-family member employee, employed more people, fear that non-family employees are less interested in FB or that more employees lead to loss of control, not able to employ more people and finally risk-avoiding behaviour. These barriers resulted in: hindering strategic changes in the needed time, innovation changes in the market obstructed, goals are forgotten, lack of competencies and skills, increases workload and challenges for the male manager, not responding to the market changes quickly, impossible to manage everything effectively, decrease control, not employing needed employees, responsibilities and roles on the owner increase, decrease integrity and harmony in the family, and finally, not developing the products, assisting more customers, and focusing on the growth. Consequently, lead to selling the firm and not keep it for a long time, slow growth, do no maximize potential growth, growth affected negatively, growth hindered, stay in the same size, avoid growth chances, or miss growth opportunities.
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Gustavsson, Erik, und Regalado Jose Antonio Amador. „Managerial Risk-Taking Behaviors of CEOs in Family Businesses : Applying the Upper Echelons Theory on Family Businesses’ CEOs“. Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48549.
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Background Nowadays the amount of research regarding the family business context has improved meaningfully. However, the field of family business could still be considered immature and with existing gaps in its literature. Thereby, several studies in the family business context have discussed the topic of risk-taking, which establishes its crucial importance as a topic within in the field. Thus, risk-taking is a topic of the utmost importance for any given organization in terms of growth regardless if it is a family firm or non-family firm. However, in order to enact such levels of growth, the firms’ CEOs are required to engage in managerial risk-taking behaviors. Here, managerial risktaking is explained through the lens of the upper echelons theory which aids to understand the different perspectives (e.g., age, tenure, education and prior work experiences) CEOs utilize to take risk in their daily activities. Purpose Through the identified fundamental experiences affecting the managerial risk-taking behaviors of CEOs, the purpose of this thesis, through the lens of the upper-echelons theory, is to research how CEOs experiences influence their managerial risk-taking behaviors inside family businesses. Method This thesis followed a quantitative research approach, by analyzing a sample of 100 family firms and their CEOs across Scandinavia. Here, the data was collected via the public database “Amadeus” and complemented with supporting sources such as “LinkedIn” and companies’ websites. Lastly, multiple statistical tests were performed to further asses and explore the collected data. Findings The final results of this thesis were unable to determine to what degree the independent variables of CEOs’ experiences (age, tenure, education and prior work experiences) influence the dependent variable of managerial risk-taking behaviors. In our case, the controlling variables of firm size and CEOs being part of the board showed to have a significant effect on the managerial risk-taking behaviors of CEOs.
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Letele-Matabooe, Makatleho Julia. „An investigation into the factors influencing the levels of job satisfaction and organisational commitment of non-family employees working in family businesses“. Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/1594.
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Given the increasingly important role that non-family employees working in family businesses play in the success of these businesses, as well as the challenges they are faced with, it is surprising that little is known about their experiences in the family business. This study therefore was aimed at contributing to the more effective functioning of this important stakeholder group in South Africa by identifying the factors that impact on their levels of job satisfaction and organisational commitment in family businesses. As such the primary objective of this study was to identify the factors that impact on non-family employees’ levels of Job satisfaction and Organisational commitment to the family business in which they are employed. This study sought to incorporate prior findings and theories on job satisfaction and organisational commitment into a comprehensive theoretical model. In addition, support for these theories was sought in the literature. The literature review revealed three main categories of constructs, namely, relational-based, organisational-based and reward-based factors, as influencing the levels of Job satisfaction and Organisational commitment of non-family employees working in family businesses. Within these three categories, 15 independent variables were identified and hypothesised to influence the levels of the dependent variables Job satisfaction and Organisational commitment. Of the 15 independent variables, 6 were categorised as relational-based, another 6 as organisational-based and 3 as reward-based factors. All of the constructs in this study were clearly defined and operationalised. Operationalisation was done by using reliable and valid items sourced from measuring instruments used by prior studies. In addition, several items were selfgenerated items based on secondary sources. The convenience snowball sampling technique was used to identify respondents, and a structured questionnaire was made available to them. The data collected 280 usable questionnaires and was subjected to various statistical analyses. The validity and reliability of the measuring instrument was assessed by means of exploratory and confirmatory factor analyses, and Cronbach-alpha coefficients were confirmed for this purpose. v The 6 relational-based factors could not all be confirmed as initially intended. Of these factors, 5 were confirmed. Similarly, the organisational-based factors could not all be confirmed by the exploratory factor analysis. Four factors were confirmed in this regard. With regard to reward-based factors, these factors did not load as originally intended. Instead, a new factor (Job security and compensation) emerged. In this study, a number of statistical procedures were utilised to assess the relationships between the independent and dependent variables. These included descriptive statistics which was used to summarise the sample data. Pearson’s Product Moment Correlation was also undertaken to establish the relationship between the various factors under investigation. However, the main statistical procedure that was used to test the significance of the relationships hypothesised between the independent and dependent variables was the Multiple Regression Analysis (MRA). From the analysis, 7 submodels were identified and subjected to further testing. The following independent variables were identified as influencing the dependent variables in this study: Fairness; Personal needs alignment; Interpersonal relationships; Family harmony; Nature of the work; Working conditions; Job involvement; Governance; Job security and compensation. In addition, an Analysis of Variance (ANOVA) was performed to establish the influence that the various demographic variables could have on the dependent variables. The test included the use of Benferroni post-hoc test that was used to vi assess the statistical difference, while Cohen’s d-values were calculated to assess the practical significance between mean scores. Ownership of shares by non-family employees of the family business in which they are employed, the positions that these employees hold, as well as ethnicity of the respondents have been found to have an influence on the independent and dependent variables in this study. This study has empirically investigated the challenges non-family employees working in family businesses are faced with, and has thus added to the limited amount of family business literature on this valuable stakeholder group. The theoretical model developed in this study has made a significant contribution towards understanding the factors that influence the levels of job satisfaction and organisational commitment of these employees. This study therefore presents recommendations and suggestions to assist family business leaders/owners in attracting and retaining non-family businesses in such a way as to give them a sense of belonging and to enhance the performance of their businesses.
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Russell, Steve Griffith. „Understanding the succession process and the influence of family members in micro-sized family businesses : a qualitative study of how family business owners and their succeeding and non-succeeding children influence the process of succession in Canadian family farm businesses“. Thesis, University of Bradford, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.679045.
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Mroczkowski, Nicholas A. (Nicholas Andrew) 1951. „Initial public offerings in Australia : an empirical examination of initial price and aftermarket operating performance of family and non-family controlled companies“. Monash University, Dept. of Accounting and Finance, 2003. http://arrow.monash.edu.au/hdl/1959.1/5772.
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Ahmad, Bilal, und Sunisa Hemphoom. „Family Firms and Clean Technologies : A qualitative study exploring how a firm’s ownership status influences implementation of clean technologies“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-42397.
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Abstract Background: Sustainability practices have become a crucial factor for firms since there are external and internal pressures that expect firms to act environmentally friendly. Especially within organizations that are owned by family, being sustainable enables them to pass their firm in a good condition to the next generation. One way firms can be sustainable is through adopting clean technology strategy as it can provide both environmental and economic benefits to firms. Being sustainable and having the ability to implement clean technology requires a long-term vision or long-term orientation (LTO); a characteristic often associated with family-controlled businesses (FCBs). Purpose: The purpose is to examine the adoption of clean technology within family-controlled firms (FCBs) and non-family-controlled firms (Non-FCBs). The aim is to explore if there are certain characteristics of FCBs that facilitate implementation of clean technologies. Method: This research is based on qualitative research method with an abductive approach and interpretivism philosophy. The primary data is collected through semi-structured interviews with four companies of which three are family-controlled businesses and one is a non-family- controlled business. Conclusion: FCBs are more inclined to invest in clean technologies. The extent to which a company does or does not implement clean technologies depends not only on the institutional values of an organization but also how deeply one or more of the three LTO dimensions are implanted in those values.
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Dalunde, Gustav, und Sara Carlén. „Striving for Privacy : A comparative case study on the strategic implications post public-to-private for family and non-family firms in Sweden“. Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39588.
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Public-to-private (PTP) refers to the strategic action of consciously leaving the stock market. The delisting decision may be made when the benefits of being listed no longer outweigh the costs. The private environment offers multiple benefits firms may be expected to seek post-PTP such as reduced regulations, less quarterly performance pressures and fewer demands on the financial reporting. Such benefits correlate with expected changes made in firms post-PTP. Due to a limited amount of research available upon the topic of PTP, a research gap upon the deliberate changes made post-PTP exists. Family firms differ from non-family firms when making strategic decisions. Therefore, it is expected that the strategic changes made in family firms differ from those in non-family firms. Furthermore, the Continental European context exhibits special characteristics such as high levels of concentrated ownership, characteristics that may be vital for the changes made post-PTP. The thesis explores deliberate changes made in firms post-PTP, and how these changes might have impacted the delisting decision. This phenomenon is explored within both family and non-family firms in a Swedish context, as a representation of the Continental European market. The research is conducted through a multiple case study. Based on a number of criteria, three case firms are selected as representations of the relevant ownership types within the study. The data collection takes place through eight in-depth interviews with key informants from the selected cases. The results of the data collection are presented through descriptive narratives, supported by secondary data. The data is analysed through within-case and cross-case analysis. The presented data is then further analysed using the literature presented in the frame of reference. Throughout the thesis, a number of changes made post-PTP are presented and discussed, finding great heterogeneity of results among the studied case firms. We find that a strategic delisting decision is mainly connected to firm ownership and financing methods for growth and development. Our findings suggest firms delisting for strategic reasons do not make in-depth changes in the firm post-PTP. Furthermore, we find that there is some connection between the perceived benefits of the private environment and the delisting decision.
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King, Roger. „Two essays on corporate finance : the impact of independent non-executive directors and the longevity of family control /“. View abstract or full-text, 2006. http://library.ust.hk/cgi/db/thesis.pl?FINA%202006%20KING.
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Ruus, Daniel, und Andreas Askmark. „Non-family CEOs in family firms - A Clash of Logics? : A study on how different logics and perceptions of professionalism shape expectations and affect relationships“. Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-27371.
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In the near future several Swedish family firms will face a need for succession. Many times there is no available successor within the family firm. Hiring a non-family CEO (NFC) is thus a solution to keep the firm within the family. Using a multiple case study with 6 participating family firms, we have identified how clashing logics between family business owners and NFCs, on the role of the NFC, influence their expectations and relationships. Clashing logics were often a source of disagreements and conflicts, leading to failure in the owner-NFC relationship. Furthermore, we have identified that the two parties often perceived the non-family CEO to offer more professional management which was a motive why family firms in this study hired NFCs. This perceived professionalism was also a reason for conflicting expectations. Adding to previous studies we also identified a series of influencing factors impacting the family business owner-NFC relationship. To conclude this study provides new insights for further research and practical recommendations for family firms in the process of hiring NFCs.
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Ng, Johnny Sai Chun. „Independent non-executive directors in family-controlled listed companies in Hong Kong : a qualitative study“. HKBU Institutional Repository, 2018. https://repository.hkbu.edu.hk/etd_oa/578.
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Following the growing emphasis on the monitoring role of independent directors in the board of directors in the stock exchanges of Western developed countries, companies listed on the Hong Kong Stock Exchange are required to appoint independent non-executive directors (INEDs) representing at least one-third of their boards under the Listing Rules. Unlike those Western developed capital markets where listed companies are widely held, most listed companies in Hong Kong are controlled and managed by families. This means realistically, INEDs of those family-controlled listed companies can only be appointed to the boards with the support from the controlling owners. Under such circumstances, the INEDs' ability to monitor the performance of the management of those companies independently is put in doubt. This thesis intends to conduct a qualitative study using phenomenological approach to explore and understand the role and effectiveness of INEDs in family-controlled listed companies in Hong Kong based on the INEDs' lived experiences. The study is the first of its kind in the Hong Kong corporate governance research arena, as research studies on corporate boards and directors have often adopted a quantitative approach, using only publicly available archival data without in-depth discussions with the subjects on their real experience and views on their jobs. Accordingly, issues related to directors in family-controlled listed companies that require in-depth discussions with these directors are impossible to be addressed by such research approach. Through semi-structured interviews with INEDs of companies listed in Hong Kong, this thesis has contributed to the existing knowledge and literature in the research on INEDs and corporate governance in family businesses and provide useful hints and ideas to practitioners, listed companies, investors, regulators and policy-makers.
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Boström, Sofia, und Emelie Lund. „Compensation and Rewards : - A Family firm CEO's perspective“. Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48582.
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Background/Problem: The financial crisis in 2008 affected the whole economy and the CEO's compensation was one of the factors causing this crisis. Although, it is now years after the onset of the financial crisis, the CEO’s compensation is still an ongoing topic of debate and, for this reason, vital to study. According to literature, non-family CEOs are more likely to emphasize financial performance rather than socioemotional objectives and returns. On the contrary, family CEOs are more motivated by socioemotional wealth and non-financial goals. Taking these viewpoints into consideration, this study examines how CEOs in family firms view and value compensation and rewards. Purpose: This study aims to explore how family CEOs view and value compensation and rewards, in comparison to non-family CEOs in family firms. Method: This study is conducted using a qualitative method and utilizing semi-structured interviews. Five family firms participate in this study and they comprise of 4 family CEOs and 1 non-family CEO. Conclusion: The findings of this study support the idea that family CEOs view and value compensation and rewards in other terms than just financial value. Moreover, the evidence points to that the non-family CEO is more connected to financial factors. Weighing together the evidence from this study there is a difference regarding how family CEOs and non-family CEOs view and value compensation and rewards. Additionally, based on this research, SEW exists within family firms. The findings in this study contribute to the current knowledge in designing compensation packages for CEOs in family firms. Moreover, this study is the first step towards enhancing our understanding of how CEOs view and value compensation and rewards.
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Thomas, Darlene Thomas. „Minimizing Nepotistic Practices in Family Owned and Operated Businesses: The Private Sector“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3544.
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Owners of family businesses in the private sector must be cognizant of nepotism to reduce skilled employee turnover. Guided by Herzberg two-factor theory as the conceptual framework, the purpose of this multiple case study was to explore strategies used by family owned and operated business leaders to minimize nepotistic practices that reduce skilled nonfamily employees' voluntary turnover. The population for this study included 3 family owned and operated funeral establishments in the Midwest region of St. Louis, Missouri. These participants had sustained their family businesses longer than 5 years while minimizing skilled nonfamily employees' voluntary turnover. Data were collected from semistructured face-to-face interviews, the review of proprietary documents, and public information. Data analysis included a 5-step process: compiling the data, disassembling the data into common codes, reassembling the data into themes, interpreting their meaning, and then reporting the themes. Member checking and methodological triangulation increased the trustworthiness of interpretations. Five themes emerged from the data analysis: work environment, effective communication, education and training, promotion opportunities, and policies and procedures. The implications for social change include (a) reducing nepotistic employment practices in family owned and operated businesses; (b) increasing economic growth potential while simultaneously benefiting employees, families, and communities; and (c) decreasing the unemployment rate. Family owned and operated business leaders can use the results of this study to implement change and to motivate and retain their skilled nonfamily employees.
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Harun, Pitra C. „Founding-Family Ownership and Firm Performance: Evidence From Indonesia“. Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/cmc_theses/1108.
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In my study, I examine the relationship between founding family ownership and firm performance. Using publicly listed companies in Indonesia, I observe families are much more prevalent than in the US; in my sample, families are present in over 60% of Indonesian listed companies and families own an average outstanding equity of 50.4%. Contrary to previous literatures, I present new evidence to show founding family ownership and control is a more efficient form of ownership structure only when the family is a majority-shareholder in the company. Additional investigations shows that founding family ownership has a U-shaped quadratic relationship with firm performance, indicating that an increase in family ownership is initially associated with worsening firm performances, but is then associated with improving firm performances after passing a certain level of equity ownership.
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Monteiro, Francisco Manuel de Oliveira Faria. „A importância das competências de marketing na performance internacional das pequenas e médias empresas industriais“. Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/15049.
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Mestrado em Ciências EmpresariaisTêm-se verificado mudanças constantes e significativas nos mercados globais, com as empresas a operarem não só no mercado doméstico mas cada vez mais em mercados estrangeiros. As empresas Familiares (EF) têm sido espelho dessas alterações e estão cada vez mais internacionais por necessidade, através das suas actividades específicas. Como tal, vários estudos têm sido conduzidos no âmbito das Pequenas e Médias Empresas Familiares (PMEF) e as suas especificidades influenciadoras da internacionalização, bem como, nas diferenças face às empresas não Familiares (ENF). No entanto, e apesar da existência de diversos trabalhos sobre o tema, carece ainda de uma visão mais clara e menos discrepante. Serve assim o presente estudo para compreender de que forma as capacidades e estratégias, com foco no marketing, influenciam a internacionalização das empresas familiares e não familiares, afectando o seu desempenho. Como tal, foi desenvolvido um modelo conceptual com o objectivo de identificar as capacidades de Marketing (CM) relevantes na decisão estratégica de adaptação ou padronização do Marketing Mix (MM) e o impacto deste nas empresas, familiares e não familiares (EF e ENF).
There have been steady and significant changes in global markets, with companies operating not only in the domestic market but increasingly in foreign markets. Family companies (FE) have been mirroring these changes and are increasingly international by necessity, through their specific activities. As such, several studies have been carried out within the framework of Small and Medium-sized Family Enterprises (SME) and their specificities influencing internationalization, as well as differences in relation to non-Family Companies (NFE). However, despite the existence of several works on the subject, it still lacks a clearer and less divergent view. Thus, the present study is used to understand how strategies and capacities, with a marketing focus, influence the internationalization of family and non-family businesses, affecting their performance. As such, a conceptual model was developed with the objective of identifying Marketing Capabilities (MC) relevant to the strategic decision to adapt or standardize Marketing Mix (MM) and its impact on companies, family and non-family (FE and NFE).
info:eu-repo/semantics/publishedVersion
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Åkerström, Björn, und Rasmus Skarphagen. „The role of financial and non-financial goals in the make or buy decision at a family firm : A case study on Väderstad AB“. Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Centre of Logistics and Supply Chain Management (CeLS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48697.
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Background: Make or buy decisions is the most fundamental part in a company’s manufacturing strategy. The decision is complex and involves sacrifices whichever strategy is chosen, and before making the decision the firm should understand and evaluate the trade-offs and comparative costs of manufacturing or outsourcing. The uniqueness of family firms is that they often operate their business with non-financial goals at the centre. This study will investigate the make or buy decisions at Väderstad AB, a family owned firm that deals with decisions of make or buy on a large scale, with many thousands of parts included in their final machines, and decisions made daily whether to make or buy. There is no existing research looking at the qualitative non-financial goals and factors in family firms and how it affects the make or buy decision. Purpose: This master thesis studies the make or buy decision at a family firm. The aim is twofold, namely, to explore the potential uniqueness of family firms within the context of the make or buy decision and then to create a make or buy decision model for a family firm. This aim is explorative, i.e. to generate theory, in the realm of family firm research. Method: This is a qualitative study performed by conducting a single case study methodology. 12 Semi-structured interviews with 14 employees from all parts of the case company and the use of documents from archival records were collected as data. The data was analyzed with the technique of 1st order concepts, etc. as developed by Gioia. Conclusion: Our analysis showed that in the context of family firms, the primary factors influencing make or buy decisions at the case company were not financial goals. Instead drivers were goodwill for customers, innovation, quality, flexibility and control which are non-financial goals. However, financial goals were not neglected, but rather costs were measured after a decision had been made, proving that it was not in the centre of their operations before and during the decision and thus, it was secondary. As a result, non-financial goals played a larger role than financial goals in the make or buy decision.
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Durst, Susanne. „Small and medium-sized enterprises' succession process : do intangible assets matter ? : a study conducted in Germany“. Thesis, Paris 11, 2011. http://www.theses.fr/2011PA111002.
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Les repreneurs non familiaux deviennent de plus en plus importants pour diverses raisons.Tout d’abord, les estimations indiquent qu’un nombre croissant de fondateurs de petites et moyennes entreprises sont en voie de quitter leurs entreprises. Ensuite, et de façon concommitante, un nombre croissant de repreneurs familiaux se désintéressent ou ne disposent pas de l’aptitude nécessaire pour reprendre l’entreprise familiale. En conséquence, il se développe un marché de l’investisseur constitué des repreneurs non familiaux potentiels, en situation de sélectionner l’entreprise qui rencontre le mieux leurs attentes. D’autre part, la nature de la composition des actifs de la firme a changé et les actifs immatériels représentent à présent l’un des aspects les plus déterminants dans le succès de la majorité des entreprises. Il est communément accepté que ces actifs sont principalement responsables de la valeur de l’entreprise et de sa croissance dans de nombreuses industries. Cependant, l’étude du lien entre ces actifs et la transmission de PME hors du cercle familiale a été négligée jusqu’à présent.L’objectif de cette étude est d’apporter un éclairage sur la pertinence perçue des actifs immatériels dans le cadre du processus de transmission de PME, et ce de la perspective du repreneur n’appartenant pas au cercle familial. Au sein de ce processus, l’accent est mis sur la phase de préparation, lors de laquelle les repreneurs non familiaux potentiels recherchent et analysent les firmes cibles prometteuses.Sur base d’une démarche scientifique reposant sur des approches mixtes, déployées de façon séquentielle, la présente recherche consiste en une enquête quantitative, administrée en ligne, et impliquant des associations de commerce allemandes ainsi qu’une série d’entretiens qualitatifs menés avec des repreneurs non familiaux de PME allemandes.Les résultats apportent une nouvelle perspective sur la transmission d’entreprise, plus spécifiquement au regard des processus de sélection utilisés par les repreneurs non familiaux. Ainsi, cette étude contribue au développement de la littérature de plusieurs manières. Tout d’abord, une approche alternative de traiter de la transmission de PME en adoptant la perspective des repreneurs non familiaux est proposée, en tenant compte de leur modusoperandi. Ensuite, la vue traditionnelle de la transmission d’entreprise est élargie en considérant les actifs immatériels comme étant des éléments décisifs dans la phase de préparation. Enfin, ces résultats sont résumés dans un cadre qui fournit un aperçu sur les actifs immatériels dans le cadre de la sélection d’entreprise.Au regard du nombre croissant de PME en attente de transmission vers de nouveaux propriétaires, il est fondamental de comprendre la pertinence des actifs immatériels dans la dynamique de la transmission d’entreprise (et en particulier, dans la transmission non familiale). Ceci peut ainsi supporter les professionnels (par exemple, propriétaires, repreneurs potentiels, conseillers) et faciliter le développement de mesures adéquates pour améliorer la qualité de la transmission d’entrepriseNon-family successors are becoming more and more important because of different reasons. Firstly, forecasts show that an increasing number of founders of small and medium-sized enterprises (SMEs) are waiting to leave their firms. Secondly, at the same time an increasing number of family successors are uninterested in or ill-suited to company succession. Consequently, it can be talked about as an investor market bringing prospective non-family successors in a position to select the company that best matches their expectations.On the other hand, the nature of a firm's asset composition has changed and intangible assets are now seen to represent one of the crucial aspects determining company success in most companies. It is generally acknowledged that these assets are chiefly responsible for company value and growth in most industries. However, the link between them and non-family succession in SMEs has so far been neglected.The aim of this study is to shed light on the perceived relevance of intangible assets in the SME succession process from the non-family successor perspective. In the process, the focus is on the preparation stage where prospective non-family successors seek and analyse promising target firms.Acquired on the basis of a sequential mixed methods approach, the present body of research material consists of a quantitative web-survey involving German trade associations and a series of qualitative interviews conducted with non-family successors of German SMEs.The findings provide a new perspective on company succession, specifically in regard to selection processes used by non-family successors, and thus this study contributes to the literature in several ways. Firstly, an alternative approach to dealing with company succession in SMEs by adopting the perspective of non-family successors is proposed, taking their modus operandi into account. Secondly, the traditional view of company succession is enlarged by considering intangible assets as being the decisive elements in the preparation stage. Finally, the findings are summarised by proposing a framework which provides insights into critical intangible assets in terms of company selection.Given the increasing number of SMEs waiting to be transferred to new owners, an understanding of the relevance of intangible assets is fundamental to our understanding of the dynamics of company succession (and non-family succession in particular). This in turn may also help practitioners (e.g., incumbents, prospective successors and advisors) to facilitate the proposal of suitable measures to improve the quality of company succession
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Garcia, Aguirre Diana Cristina, und Chuco Shirley Estefanía Hinostroza. „Análisis correlacional entre la presencia del Directorio y el número de trabajadores con el nivel de ventas de las empresas familiares de algunos sectores del Perú“. Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2018. http://hdl.handle.net/10757/625965.
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Durante el desarrollo de la presente investigación, encontramos que la mayor cantidad de empresas en nuestro país son las empresas familiares, que representan incluso el 60% de nuestro PBI, también hemos encontrado en la información de diferentes fuentes bibliográficas que el periodo de vida de estas empresas tiende a ser muy corto o a encontrar en el camino de su desarrollo crisis que no se han podido superar o que han generado que se estanque el crecimiento de las mismas. Por este motivo, decidimos plantearnos la hipótesis de que la presencia del directorio en una empresa familiar, en conjunto con el número de sus trabajadores, SI está relacionada con las ventas de la misma. Para ello tomamos una muestra no probabilística de empresas familiares de diferentes tamaños en las que evaluamos la presencia de variables como el directorio, las generaciones, consejo familiar y años de funcionamiento. Finalmente, estas variables las evaluamos mediante un enfoque cuantitativo; en el cual obtuvimos que efectivamente el directorio y la cantidad de trabajadores de la empresa familiar, si está relacionada estadísticamente y de manera significativa con sus ventas.During the development of this research, we found that the largest number of companies in our country are family businesses, which even represent 60% of our GDP, we have also found in the information from different sources that the life span of these companies tends to be very short or to find in the path of their development crises that have not been overcome or that have led to stagnation of their growth. For this reason, we decided to consider the hypothesis that the presence of the board of directors in a family business, together with the number of its employees, is related to the sales of the same. To this end, we took a non-probabilistic sample of family businesses of different sizes in which we evaluated the presence of variables such as the directory, generations, family council and years of operation. Finally, we evaluated these variables in a quantitative approach; in which we obtained that effectively the directory and the number of workers in the family business it is related statistically and in a significant way with its sales.
Tesis
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Brito, Bruno Claudia. „Contribution à la connaissance des déterminants dans le choix du successeur de l'entreprise familiale dominicaine“. Thesis, Bordeaux 4, 2012. http://www.theses.fr/2012BOR40063/document.
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Ces dernières années en Amérique Latine, de nombreuses enquêtes identifiantles entreprises familiales dans leur domaine d’étude ont été menées apportantleur lot de nouvelles données permettant de démontrer ainsi leur présence dansl’économie de nombreux pays dans lesquels elles jouent un rôle primordial (PozaE. 1995); (Khulman, 1996) ; (Kajihara, 1998) ; (Davis J.A., 2006). La RépubliqueDominicaine ne fait pas figure d’exception, comme l’expliquent Van Del Linde &Bello (2001), et il existe dans le pays un tissu familial solide au sein del’entreprise que l’on retrouve non seulement dans la première et dans la secondegénération mais aussi dans la troisième où l’on dénombre quelques grandesentreprises. Ces phénomènes rendent évidente la nécessité de développer unintérêt pour prévenir les risques de la mortalité des entreprises concernées.Les entreprises familiales se sont appuyées sur le principe de succession pourréussir le maintien intergénérationnel, celui-ci atteignant son paroxysme lors dela prise de décision d’un nouveau leader qui succèdera à l’ancien afin de prendreen charge l’entreprise familiale (Chua, Chrisman & Sharma, 1939) ; (Chrisman,Chua & Sharma, 2003).Ce que l’on a coutume d’appeler « prise de décision » est en fait un processus quis’applique à des situations quotidiennes dans la gestion des organisations et quis’avère difficile et complexe lorsqu’il s’agit d’entreprises familiales. Basly S.,(2005) a comparé les entreprises familiales avec les autres en proposant unelogique de prises de décision différente, mettant en avant la dimension dominante, le processus, la rapidité et les certitudes sur lesquelles repose ladécision. Cette étude suggère que les entreprises familiales ne sont pas dirigéesselon le modèle ordinaire de prise de décision, ce qui nous a permis d’aborder lethème de la rationalité et du leadership dans l’entreprise familiale.D’après Simon (1955), la finalité de tout ce qui touche à la construction d’unsemblant de rationalité est de proportionner des matériaux pour ledéveloppement d’une théorie du comportement d’individus preneurs de décisionsdans le contexte d’une organisation. Cependant, et c’est contradictoire, nous noustrouvons face à une situation paradoxale qui est que, si l’on considère le type derationalité global de la théorie classique, les problèmes de la structure interne del’entreprise, (ou de tout autre organisation) disparaissent presque entièrementDuring the last years in Latin American there have been researches that identifythe family business inside their scope of study, contributing some data thatconfirm their important presence and role in the economy of several countries(Poza E. (1995); (Khulman, 1996) (Kajihara, 1998); (Davis J. A., 2006).Dominican Republic is not the exception, as explained by Van der Linde & Bello(2001); in the country exists a solid family business network in its first andsecond generations, with some big companies on their third, statement thatproduces evidence to develop an interest and need to prevent the mortality ofsuch companies.The practice that is modeled in the family business to achieve their intergenerationalsurvival is succession, understood as a process that culminates withthe decision making of a new successor leader who will have the company underhis/her command (Chua, Chrisman, & Sharma, 1999); (Chrisman, Chua, &Sharma, 2003).What we usually call “decision making” is a process that is applied to everydaysituations in the management of organizations, which turns complex andintricate in the context of family business. Thereon Basly S., (2005) made acomparison between family and non-family businesses proposing a logic ofdecision making different in each one, and highlighting the dominant dimension,process, speed and assumptions in which the decision is sustained. This studysuggests that family businesses are not governed by the normative model of decision making, assertion that gave us a clue to step into the subject ofrationality and decision making in the family business.Citing Simon (1955) the purpose of all constructions of an approximaterationality is to give materials for the development of a theory of the behavior ofdecision making individuals in the context of an organization. Nonetheless andopposite, we have the paradox that if we assume the type of overall rationality ofthe classical theory, the problems of the inner structure of the company, orwhatever organization it is, disappear almost completely
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Rupprecht, Maximilian Fred [Verfasser], Alwine [Akademischer Betreuer] [Gutachter] Mohnen und Isabell M. [Gutachter] Welpe. „Family Businesses: Understanding non-family managers’ discretion, goal diversity, and intra-firm heterogeneity / Maximilian Fred Rupprecht ; Gutachter: Alwine Mohnen, Isabell M. Welpe ; Betreuer: Alwine Mohnen“. München : Universitätsbibliothek der TU München, 2016. http://d-nb.info/1137010428/34.
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Bellakhdar, Mohamed Aymen. „Contribution à la connaissance du cycle de vie du dirigeant-actionnaire dans le gouvernement de l’entreprise familiale non cotée : une approche exploratoire par la méthode des récits de vie“. Thesis, Bordeaux 4, 2011. http://www.theses.fr/2011BOR40026/document.
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Dans un contexte socio-économique et démographique français caractérisé par l’importance destransitions générationnelles dans les entreprises familiales non cotées. Il devient essentiel dedécrire pour mieux comprendre le fonctionnement et les comportements du dirigeant-actionnaireau sein du gouvernement de son entreprise tout au long de son mandat. Dans le but, d’unemeilleure préparation de la relève générationnelle.Cette thèse se donne comme objectifs la mobilisation de la méthode des récits de vie pourconstruire un modèle de cycle de vie du dirigeant-actionnaire. En effet cette méthode qui se basesur des entretiens de récit de vie permet la construction dans une logique abductive un modèledescriptif de la réalité de l’objet de recherche.Enfin, ce travail constitue une contribution à l’enrichissement du cadre théorique du courantcomportemental cherchant à appréhender la réalité des entreprises familialesIn a socio-economic and demographic context characterized by the importance of generationaltransitions in family businesses in France that are not listed in the stock market. It becomesessential to describe it in order to better understand the operation and the behavior of themanagers that are also shareholders when running his or her company throughout his or her termin order to have a better generational succession planning.This thesis is presented with the objective of mobilizing a method of life stories to build a modelof life cycle of the manager/shareholder. In fact, this method is based on real life story interviewsthat will allow the construction of a descriptive live cycle model of the managers based onabductive logic.Finally, this work is a contribution to the theoretical framework in order to enrich the currentbehavioral seeking to help better understand the reality of family businesses
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Mialocq, Denis. „Le financement à court terme des moyennes entreprises non cotées françaises : etude en données de panel“. Thesis, Bordeaux, 2017. http://www.theses.fr/2017BORD0654/document.
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Le financement à court terme est le parent pauvre de la théorie financière. Pourtant, les moyennes entreprises françaises utilisent fortement ce financement. Ce travail a pour objectif d’analyser les déterminants du financement à court terme pour ces entreprises. La première partie vise à établir une revue de littérature des théories permettant d’expliquer l’utilisation du financement à court terme. La deuxième partie vient tester empiriquement ces théories sur deux échantillons, à savoir 201 entreprises familiales et 1 453 entreprises managériales. Il s’agit, d’une part, de caractériser les moyennes entreprises non cotées et d’autres part, de mettre en évidence les déterminants à l’utilisation de financement à court terme. Les principaux résultats indiquent que le financement à court terme est un outil de gestion au service de la moyenne entreprise. Il peut aussi assumer deux rôles, un compensatoire et/ou un de trésorerie passive. Par ailleurs, on met en évidence que les entreprises managériales et familiales exploitent différemment le financement à court termeShort-term financing is forgotten by theory of corporate finance. However, French medium-sized firms use a lot this source of funding. The objective of this thesis is to analyze the determinants of short-term financing for these firms. The first part aims to establish a literature review of theories to explain the use of short-term financing. The second part empirically checks these theories on two samples, specifically 201 family businesses and 1,453 managerial firms. On the one hand, it is a question of characterizing the unlisted medium-sized enterprises and on the other hand, highlighting the determinants of the use of short-term financing. The primary results indicate that short-term financing is a management tool for the medium-sized enterprise. It can also have two functions, one compensatory and / or one passive cash. Furthermore, it brings out that managerial and family businesses exploit short-term financing differently
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Yang, Shen-Pu, und 楊勝普. „The Research of Relationship between Intellectual Capital and Business Performance – Family Business V.S. Non-Family Business“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/50085581142687306430.
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碩士中國文化大學
會計學系
102
This study investigated the effects of intellectual capital related to familial and non-familial business differences, and use ROA as a measure of business performance variables, and the intellectual capital is composed by human capital, customer capital, process capital and innovation capital four dimensions, And two proxy variables were selected as the development of research hypotheses, establish the basis for the empirical model and the empirical results of the analysis. The empirical results of this study were found to have a positive influence on business performance, expect innovative capital. The empirical results in family businesses and non-family businesses found that non-family firms investment in in-novative capital is more than the family business, but the family business for the process of capital investment is more than non-family firms. It can be seen intellectual capital on firm performance is influential, and family businesses and non-family businesses valued in intellectual capital is different. Family businesses and non-family businesses, such as to be able to improve their performance, must not only to focus on a single dimension, but be able to fully grasp the four dimensions, in order to more effectively improve business performance, more value for the enterprise .
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Wang, Yu-Hung, und 王宇宏. „Comparison of Right-Hand Man of Family and Non-Family Business“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/86970672634798878214.
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碩士國立中興大學
高階經理人碩士在職專班
101
In this study, we explore the key-factor, time process and condition necessary of becoming a company right-hand man. As "man" is most important asset and key factor of competitiveness in thr organization. In large organizations,it is impossible for leaders to treat all employee as the same, they try hard to find out the competent and trustworthy subordinates within the limited time and resource. When leaders get thrsutworth subordinates, leaders make try develop a further master-slave relationship. Leaders may release more authorities to the subordinates. The small groupmay slowly become the right-hand men. This study used semi-structured interviews. We collected 10 in-depth interviews of manufacturing companies in Taiwan. Have of the samples are family businesses, and the other five are non-family businesses. We use content analysis method for qualitative analysis to establish the interview results.. The result shows that, there are slight difference in selecting right-hand man between family business and non-family business. In selecting right-hand man, the selecting order of relations, loyalty and talents are different. In terms of time used and process in selecting right-hand man, both family and non-familiy business show the same result. A more than 10 years long-term coexistence with observation, tests, task done and experience in all stages and well working performance are necessary for a subordinate to be landmarkded by the leader and finally become a right-hand man.
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Chou, Pei-rong, und 周佩瑢. „The dynamic relationship between managerial ownership and corporate diversification－ Family business and Non-family business“. Thesis, 2010. http://ndltd.ncl.edu.tw/handle/20185567797418595709.
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碩士世新大學
企業管理研究所(含碩專班)
98
In this paper we examine the dynamic relationships between managerial ownership and corporate diversification, and according to ownership structure we separate nonfamily business and family business. The sample contains the listed companies of TSEC from 2003 to 2008 and the data from Taiwan Economic Journal Database, and use fixed effect model of panel data analysis. The results indicate that in nonfamily business, managerial ownership do not have dynamic effect with subsequent changes in corporate diversification. In family business, managerial ownership is positively related to subsequent changes in corporate diversification. In nonfamily business, diversification do not have dynamic effect with subsequent changes in managerial ownership. In family business, diversification is positively related to subsequent changes in managerial ownership. By using longitudinal approach, we further realize the dynamic relationships between managerial ownership and corporate diversification, and we find the relationships between managerial ownership and corporate diversification will change over time, and managerial thinking will affect by different ownership.
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WANG, TZU-HO, und 王子和. „The performance comparison of inherited and non-inherited family business“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ta53a8.
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碩士國立臺北商業大學
國際商務系碩士班
106
In recent years, Taiwan’s society has officially entered an ageing age, and also in a dilemma in the commercial part. According to Taiwan company development history, family business is the largest number. In the ageing age, company succession plan is becoming a issue of urgency, so we try to analyze the operating performance after succession. This study divides the successors into three categories: original creators, second-generation family members, and external managers. And we try to compare their operating performance. The industry is also divided into electronic and non-electronic industry to run regression and analyze the empirical result. We have the conclusion that life cycle is shorter than in non-electronic industry. And among those operators, original founders show the best performance, the second generation in non-electronic industry exhibit good performance as well.
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Pai, kuo-chuan, und 白國詮. „Impact of Family Business Successors, their External Experiences and Shareholding Ratio on Business Performance: A Comparative Study of Family and Non-Family Enterprises“. Thesis, 2014. http://ndltd.ncl.edu.tw/handle/r7j6hb.
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碩士國立高雄應用科技大學
會計系碩士在職專班
102
The main purpose of this study Is to explain performance difference between Family and Non-Family firms since family business account for a large proportion in Taiwan, and also to determine whether two observed variables, successor’s shareholding ratio and industry-specific experience (external experience), could reduce the effect of negative performance. The study samples consisted of 6,474 records of Taiwan's listed and over-the-counter companies in the period 2008-2012. Return on assets (ROA), earnings per share (EPS) and return on stock (ROS) were chosen as the substitution variables for measuring business performance and analyzing the correlation between family business successors and corporate business performance. The empirical results demonstrate that some types of family enterprises have significant negative influence on corporate business performance, but the family business successors’ external experiences and shareholding ratio can reduce their negative influences on business performance.
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Chin-Yen, Lin, und 林勁延. „The Succession in Taiwan Family and Non-Family Business: Successor Factors, Succession Planning, Succession Challenges“. Thesis, 2013. http://ndltd.ncl.edu.tw/handle/68635027685835435955.
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碩士國立中正大學
企業管理研究所
101
Waymon (2005) referred to the "Post-war baby boomers" are going to enter retirement age. Recently, the post-war baby enterprise presidents have been reached the age of retirement gradually, and many of them are facing succession fears, they worry about the crisis of succession gap. Some enterprises already have a succession planning, but they change their original succession planning due to the tremendous upheavals of the world economic. Such as in 2005, TSMC’s Chairman Chang has handed the first CEO position, but in 2009, Chang returned to the position of TSMC’s Chairman and CEO to lead once again. With the times, economic environment, and social background rapidly change, the enterprises must enhance their ability of respond and adapt to circumstances immediately. But for those enterprises no matter family businesses or non-family businesses, succession issue is the primary priority now. And this issue has been to consider and believe by many scholars and experts that will become the harsh war for Taiwan enterprises in the future. Because for those enterprises, decide the executive candidates who has policy decision power will be an important factor that cause the organization can survive or not. Therefore, for the selection and planning of the senior manager, it is not only an important issue on management, but also a survival and development of the organization (Getty, 1993; Upton, 1993). Due to the more and large competitive pressure of external environment, the intervention of shareholders, and the revolution of organization, how to find a suitable successor to succeed a senior manager and lead the organization, it appears to be the more important and necessary challenges (Gupta, 1992). Therefore, this study collect domestic and foreign literatures, and adoption the case interview study to compare family and non-family firms in the successor element、succession planning and succession challenges of the views and concerns. Then we conclude these two different types of enterprises in the selection successor before the elections to be thinking and advance to face the issues. Of course, hope that through this study compiled enterprise practical experience to provide the reference.
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PAI, HSIAO-CHAN, und 白曉嬋. „Does Family Business Fulfill Corporate Social Responsibility Can Raise Stock Price? -A Comparison of Family and Non-Family Firms“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/nwcwqj.
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碩士逢甲大學
會計學系
106
Under globalization, trade between international contacts has become more frequent. Investors are no longer focused solely on performance improvement or profitability but on Corporate Social Responsibility (CSR). The Chinese government has just started to encourage the preparation of CSR reports, but in 2013 many food safety crises occurred. Therefore, it is mandatory for enterprises to compile CSR reports. The changes in stock prices during this period are worth our discussion. In order to maintain its reputation and meet the expectations of the general public, family businesses pay more attention to CSR. Therefore, this study examines the relevance of the family company's release of corporate social responsibility report and share price. This study uses the event research method. The sample period is the date when corporate social responsibility reports were issued between 2010 and 2016. The total sample size is 1,106 companies, of which 698 are family businesses and 438 are non-family companies. The empirical results show that Before 2013, the stock price return of the entire sample showed a negative impact and then a positive impact. The stock price return of the entire sample after 2014 had a positive effect. In addition, this study finds that the corporate social responsibility report has no effect on the stock price for only one or two years, and its subsequent annual stock price is also affected by the corporate social responsibility report issued by the company. The sample period of this study will not be far from the mandatory year for government preparation by 2016. Therefore, it is suggested that the future study can increase the sample year and further explore the relationship between the CSR report and the stock price.
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TING, CHIU-HSIANG, und 丁秋香. „The Effect of Senior Manager Turnover and Succession of Family and non-Family Business on Corporate Performance“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/t95435.
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碩士輔仁大學
會計學系碩士班
106
In this essay, we study the listed public companies in Taiwan from 2012 to 2016. In various types of family business, we examine the impact on company performance due to Senior Manager Turnover and Succession. We also survey these companies to see whether the Turnover of these Senior Manager with internal Succession would result in significant performance difference in the following year. The empirical data shows that when there are Senior manager Turnover in family and non-family companies, all the accounting performance indicators show significant negative impact and the marketing performance indicators show significant positive impact. There is no difference between family and non-family companies. For family companies Senior manager Turnover with internal Succession¸ both accounting and marketing performance indicators show negative results. Such findings tells that when family companies Senior manager Turnover and Succession , it should only consider the capability and talent of potential successors. Enterprises should be managed with the rule of laws instead of relationship so that they will endure for long time.
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Ali, Zahra Assaraf. „Empresas familiares: motivação de colaboradores não pertencentes à família na hotelaria portuguesa“. Doctoral thesis, 2015. http://hdl.handle.net/10071/10226.
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A problemática desta investigação recai sobre a possibilidade de as empresas familiares no ramo hoteleiro em Portugal não serem capazes de motivar e reter “recursos humanos de talento” não pertencentes à família.
A metodologia utilizada foi o estudo do caso com recurso a dez casos, tendo-se realizado trinta entrevistas aprofundadas. Selecionaram-se seis casos pertencentes ao ranking dos tops vinte de hotelaria em termos de números de quartos ou apartamentos e os remanescentes com base no serviço prestado.
Evidenciou-se o nepotismo, não só na fase do recrutamento e seleção, mas também, principalmente, aquando da progressão na carreira. Adicionalmente, verificou-se a existência de conflitos internos entre proprietários familiares com repercussões sobre profissionais não familiares. Estes motivos podem contribuir para a preferência de gestores qualificados por empresas não familiares.
Por outro lado, destacaram-se fatores motivadores derivados do familiness, incluindo maior informalidade, maior possibilidade de concretizar visões individuais, menor burocracia e, ainda, os gestores familiares terem carácter, serem mercedores de confiança, terem fortes competências de comunicação e um estilo de liderança cooperativo. Confirmou-se o altruísmo de familiares, que se sacrificaram prescindindo dos salários em prol da empresa.
O salário foi condição necessária mas insuficiente para atração de talentos. Fatores intrínsecos como o gosto pelo trabalho bem como o desenvolvimento pessoal e profissional foram relevantes. Fatores extrínsecos como a imagem corporativa da empresa, o prestígio, a dimensão da empresa e a solidez foram referidos.
Conclui-se que a motivação é importante, contrariando a concentração de estudos existentes sobre a monitorização destes colaboradores.The research question under investigation is how to get family businesses in the hotel industry in Portugal to motivate and retain talented non-family employees. This question was answered by analyzing ten qualitative cases, six of which were from Deloitte’s 2012 top 20 hotel ranking based on the number of rooms or apartments. Four other cases were selected due to the services provided. Thirty in-depth interviews were gathered. Nepotism was evident in the selected sample, not only at the application stage but also and especially regarding promotion. This and the presence of emotional discussions between owners sometimes leads to qualified managers choosing to work for non-family companies. On the other hand, motivating factors derived from ‘familiness’ including greater informality, greater opportunity to achieve individual visions and lesser bureaucracy were evident. Furthermore, non-family employees considered it to be extremely important to be able to trust family managers and benefit from their cooperative leadership style. In addition, family altruism was confirmed with the sacrifice of wages to benefit the company. Salary was important but not enough for attracting talent. Other extrinsic factors such as the company’s corporate image, its prestige and dimension were refered. Also critical were the intrinsic conditions of the job itself such as a challenging work and personal growth. The key question of what actually motivates and is important for these non-family managers is therefore discussed. The conclusion can be drawn that motivation is important whereas the majority of studies in this field focus only on monitoring non-family employees.
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Bäck, Louise, und Essame Allali. „Financial Structures of Family Firms within the GGVV-Region : Focusing on Generational Differences“. Thesis, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52760.
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Background: The firm’s choice of the optimal financial structure remains an unsolved problem within finance. The reasoning behind family firms’ specific financial structure differs within various research. The GGVV-region is composed of four small municipalities: Gnosjö, Gislaved, Värnamo, and Vaggeryd. This region is seen as the best dynamic counties in all of Sweden, it is also considered the most successful area of the countryside in terms of its economic contribution. Because of these aspects, it is therefore of great importance to investigate the difference of the financial structure within generations of family firms. Purpose: This paper studies whether there is a correlation between the generation in charge of family businesses within the GGVV-region and the financial structure of the businesses. Aim: The aspiration is that this research will be a good addition to the understanding of family businesses in the GGVV-region along their financial policies within different generations running the firm. Method: This study will contain 42 family firms within the GGVV-region defined as family firms through a questionnaire. The financial structure of the first-generation and non-first-generation family firm will be investigated using their debt ratios throughout the years 2015-2019. The testing is performed through Panel Data Model using Random Effects Model, along with descriptive statistics of the data and a Difference-in-Difference test. Conclusion: No significant difference can be found at any level between the 1GFF and the Non-1GFF when it comes to their financial structure.
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Rilhas, Beatriz Marília Costa. „Agency costs, board diversity and family firms compensation“. Master's thesis, 2018. http://hdl.handle.net/10071/18482.
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The desire to work on the topic of family businesses comes from a subject that is very
close to me. I felt the need to explore it.
We intend to further evaluate the main differences between family and non-family
businesses, as well as the influence of altruism and agency theory on those companies.
Family firms play a very important role in global economy and a have a really strong
presence worldwide. The central problem of this dissertation arises: these companies are
in fact so different from non-family firms?
This study is based on literature about family businesses and their management, the
comparison between family and non-family businesses, agency theory, altruism and also
the role of women in the management of companies.
The considered sample was the population of companies listed on the Lisbon stock
exchange, in a total of 47 companies analysed. The main aspects of this study were the
constitution of the boards of directors, sectors of activity, remuneration and annual results
for each company. The results were analysed statistically with the computer tools SPSS
and Excel.
After a detailed analysis of each component under investigation it was possible to
conclude that the differences between family and non-family businesses are less
considerable now than they were before. These results are directly linked to the business
competitiveness felt among firms today, facilitating growth and survival in the current
environment.O desejo de trabalhar sobre o tema das empresas familiares advém de um assunto que me é muito próximo e que senti necessidade de o explorar. Pretendemos avaliar mais ao pormenor as principais diferenças entre empresas familiares e não familiares, abordando também a influência do altruísmo e da teoria da agência. Sendo que as empresas familiares tem um papel de extrema relevância na economia global e estão fortemente representadas mundialmente, querendo estudar se serão estas empresas assim tão díspares das empresas não familiares, surge a problemática central desta dissertação. Este estudo tem por base literatura sobre empresas familiares e sua gestão, comparação entre empresas familiares e não familiares, teoria da agência, altruísmo e também o papel das mulheres na gestão das empresas. A amostra considerada foi a população de empresas cotadas na bolsa de lisboa, num total de 47 empresas analisadas. Os principais fatores de estudo foram a constituição dos conselhos de administração, sectores de atividade, remuneração e resultados anuais de cada empresa. Os resultados foram analisados estatisticamente no programa SPSS e em Excel. Após a análise detalhada de cada componente sob investigação foi-nos possível concluir que atualmente as diferenças entre empresas familiares e não familiares são cada vez menos consideráveis com o passar do tempo. Estes resultados são sinónimo da competitividade empresarial sentida entre firmas hoje em dia, facilitando o crescimento e a sobrevivência no meio atual.
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Rodrigues, Raquel Pires. „Empresas familiares e não familiares: da subtileza do silêncio à ousadia da orientação empreendedora“. Master's thesis, 2019. http://hdl.handle.net/10400.12/7289.
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Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.O presente estudo tem como objetivo estudar a orientação empreendedora e silêncio em dois contextos: empresas familiares e não familiares. Assim, foram estabelecidos 4 objetivos – (1) verificar, se tal como encontrado na literatura, as empresas não familiares apresentam níveis de orientação empreendedora diferentes aos das empresas familiares; (2) explorar se existem diferenças na perceção de silêncio em empresas familiares e não familiares; (3) aferir se a perceção de silêncio nos colaboradores tem influência na orientação empreendedora, e por fim, (4) perceber se a influência entre a perceção de silêncio nos colaboradores e orientação empreendedora, varia entre empresas familiares e não familiares. A amostra contou com 245 colaboradores, 99 de empresas familiares e 146 de empresas não familiares, que responderam de forma voluntária ao questionário partilhado online. Os resultados demonstraram que, na presente amostra, não foram encontradas diferenças significativas entre empresas familiares e não familiares no que diz respeito à orientação empreendedora. Relativamente à variável silêncio, foram encontradas diferenças significativas entre empresas familiares e não familiares, sendo que as empresas familiares revelaram maiores níveis de silêncio. Por último, não foi encontrada qualquer influência entre perceção de silêncio nos colaboradores e orientação empreendedora, e essa influência não variou entre empresas familiares e não familiares.
The aim of this study is to bring more insight about entrepreneurial orientation and silence in two contexts: family and non-family businesses. Thus, four objectives were proposed - (1) verify if, as argued in the literature, family and non-family businesses present different levels of entrepreneurial orientation; (2) explore if there are differences in the perception of silence in family and non-family businesses; (3) assess whether the perception of silence of the employees has an influence on entrepreneurial orientation, and finally, (4) understand if the influence between the perception of silence of the employees and entrepreneurial orientation differs between family and non-family businesses. The sample included 245 employees, 99 from family businesses and 146 from non-family businesses, who answered voluntarily to an online questionnaire. The results showed that there are no significant differences between family and non-family businesses in terms of entrepreneurial orientation. Regarding the silence variable, significant differences were found between family and non-family businesses, and family businesses revealed higher levels of silence. Finally, no influence was found between perceived silence on employees and entrepreneurial orientation, and this influence did not differ between family and non-family business.
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Fernandes, Miguel António Matos da Cruz. „Women leaders and firm performance in family businesses: an examination of nonfinancial outcomes“. Master's thesis, 2020. http://hdl.handle.net/10071/21725.
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The main goal of this master thesis is to explore how the participation of women leaders in
top management positions is related to non-financial performance in family-controlled
companies. While the concept of gender diversity has been growing in relevance to business,
the existing research remains vague and scholars are encouraged to provide renewed and
more nuanced support for when and how women in senior leadership positions will impact
organizational performance. The existing literature research on this topic, made it possible
to conclude that there seems to be a positive correlation between non-financial performance
and women in senior management positions.O principal objectivo desta tese de mestrado é explorar a forma como a participação de mulheres em cargos de alta direção está relacionada com o desempenho não financeiro em empresas familiares. Embora o conceito de diversidade de género tenha vindo a crescer em relevância para as empresas, a investigação existente permanece vaga e os académicos são encorajados a fornecer um apoio renovado e mais diferenciado para quando e como as mulheres em posições de liderança de topo irão ter impacto no desempenho organizacional. A investigação bibliográfica existente sobre este tópico permitiu concluir que parece haver uma correlação positiva entre o desempenho não financeiro e as mulheres em posições de chefia superior.
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Hsu, Chia-Chien, und 徐嘉謙. „Performance Appraisals between Family Businesses and Non-family Businesses“. Thesis, 2012. http://ndltd.ncl.edu.tw/handle/39640904231736597466.
Der volle Inhalt der QuelleAnnotation:
碩士東吳大學
企業管理學系
100
The main purpose of this study aims to compare and evaluate the operating performance between family businesses and non-family businesses. The data in this research are based on U.S. Securities and Exchange Commission and MSN Money. The sample covers 111 firms listed on S&P 500, including 83 non-family firms and 29 family firms during 2006 to 2010. Besides, the input variables includes the labor amount and the fixed assets, and the outputs variables contains total revenue and goodwill. The DEA (Data Envelopment Analysis) method was adopted in most literatures about discussing the performance evaluation and those assumed that all companies have the same technology set without considering the difference of ownership structure. Therefore, this study is based on the comparison of operating performance between family and non-family style from the view of the resource management and usage, employing the Slack-based Measure and Metafrontier to evaluate two groups, which used a Metafrontier that envelops all frontiers of groups. The Empirical Result shows that, with the respect to the group frontier in each year, the average technical efficiency in family firms is better than in non-family firms. In addition, With the respect to the Metafrontier in each year, the average technical efficiency in family firms is slightly better than in non-family firms. However, with the respect to the metatechnology ratio (MTR) in each year, the ratio in family firms is much lower than in non-family firms. That is, non-family firms are much more efficient than family-firms. By Mann-Whitney test, there is a significant difference between family and non-family businesses, showing that the difference of ownership structure and management style between family and non-family businesses do effect the production efficiency.
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Van, der Westhuizen Rolandi. „The value of governance structures in private family organisations“. Diss., 2018. http://hdl.handle.net/10500/23900.
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Although private family organisations are prevalent role players in both the South African and international economies, limited research has been performed with regard to them. In terms of regulatory requirements, South African private organisations are neither legally required to comply with corporate governance principles, nor are they
required to make their financial data available to the general public. Lack of available data, and limited available research, have resulted in an absence of clarity with regard to whether governance structures in private family organisations add any value to these organisations. This study therefore explores, through the use of a multiple-case study,
how the individual private family organisations have structured their governance mechanisms, and the reasons as to why they chose to implement these structures. Both case studies revealed that governance structures, in general, add value. The implemented governance structures may even have contributed to the increase in
financial performance over time.Management Accounting
M. Phil. (Accounting Sciences)
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Smith, Andrew J. „'The Magnificent 7[am]?' Work-life articulation beyond the 9[am] to 5[pm] 'norm'“. 2016. http://hdl.handle.net/10454/9494.
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YesThis article focuses on the work-life ‘balance’ challenges of those who work in organisations that operate beyond standard hours. The concept of work-life articulation is utilised to examine the experiences and practicalities of attempting to reconcile the, often competing, demands of employment and family life. Qualitative research was conducted in two private sector businesses and one third sector organisation in the UK during the onset of the 2008 financial crisis. The findings reveal increasing competitive pressures, efficiency drives and work intensification. ‘Business needs’ are prioritised over care responsibilities, and in the private sector organisations there is declining flexible working with a reassertion of the management prerogative. This article contributes to current debates over work-life ‘balance’ and highlights variable, changeable and unpredictable working time arrangements that permeate non-standard hours, which creates additional complexities and challenges for family time schedules and routines.
ESRC
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Viana, Maria Alexandra Aires Gomes Morais Basto de Castro Basto. „A sucessão familar na empresa e a amortização de quotas“. Master's thesis, 2019. http://hdl.handle.net/10400.14/30251.
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O estudo aborda a amortização de quotas na perspetiva da sucessão familiar na empresa. As cláusulas de intransmissibilidade mortis causa, previstas no contrato de sociedade, que podem levar à amortização da quota, constituem importantes instrumentos de planeamento sucessório das empresas familiares.
Focar-se-á a questão da determinação do valor da contrapartida da quota amortizada e a proteção da legítima.This study addresses the redemption of «quotas» from a family business’ succession perspective. Mortis causa non-transferability statutory clauses that may lead to the redemption of «quotas» may be important succession tools in family owned business. It will be focused the determination of the value of «quota» redemption and the legal protection of forced heirs’ framework.
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Zeng, Shih-Hua, und 曾世樺. „The effect of corporate governance of Family and non-family businesses holding type on the operating performance“. Thesis, 2011. http://ndltd.ncl.edu.tw/handle/64238446371442645423.
Der volle Inhalt der QuelleAnnotation:
碩士國立高雄應用科技大學
會計系
99
Abstract This study investigated the morphology of Corporate Governance on holding any impact on operating performance, samples of listed companies will be divided into family and non-family business, and established six principles of corporate governance: ensuring effective corporate governance structure, shareholder rights and The main function of ownership, fair treatment of shareholders, stakeholders roles, information disclosure and transparency with the board's responsibility. The empirical results show that, first of all, family businesses and non-family business for the company performance is no influence, so the results do not support the hypothesis that one. Second, the family business and non-family business for the six principles of corporate governance in the four principles (such as: ensuring the efficient corporate structure, equity ownership and the main function of the role of stakeholders and information disclosure and transparency) is presented Impact, so the results support the hypothesis II. Finally, the corporate governance variables in the four variables (such as: ownership concentration, institutional investor ownership, board size and firm size) for the family business and operational performance is not affected, but the corporate governance variables, only two variables (Such as: ownership concentration and institutional ownership rate) for non-family business operational performance is not affected, on the other hand, also represents the performance of family businesses there are three corporate governance variables (such as: the proportion of independent directors seats, Stock return and R & D intensity), of non-performance of family businesses there are five corporate governance variables (such as: board size, proportion of independent directors seats , Firm size, stock returns and the R & D intensity). Therefore, this study suggests that corporate governance for the family and the family of non-performance has an impact, respectively, only non-family businesses are affected more than the degree of family businesses, non-family business is relatively strong, so the results support the hypothesis III.