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See detailHow do labor market institutions influence the preference to work in family firms? A multilevel analysis across 40 countries
Block, Jörn; Fisch, Christian UL; Lau, James et al

in Entrepreneurship: Theory and Practice (2019), 43(6), 1067-1093

Family firms must attract talented employees to stay competitive. They have different employer characteristics than nonfamily firms. For example, although they generally offer lower wages, they also ... [more ▼]

Family firms must attract talented employees to stay competitive. They have different employer characteristics than nonfamily firms. For example, although they generally offer lower wages, they also typically offer higher job security and a more cooperative and entrepreneurial work environment. However, drawing on occupational choice theory, we argue that the importance of these unique family firm characteristics depends on the national labor market context in which the family firm is embedded. A multilevel investigation of 12,746 individuals in 40 countries shows that individuals prefer to work in family firms in labor markets with flexible unregulated hiring and firing practices, centralized wage determination, and low labor–employer cooperation. A cross-level analysis further shows that the national labor market context moderates the effects of individual-level factors determining the preference to work in a family firm (e.g., entrepreneurship intention). Our article is the first to consider labor market institutions in research on family firms as employers. Practical implications exist for family firms regarding their employer branding and intrapreneurship strategies. [less ▲]

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See detailWho prefers working in family firms? An exploratory study of individuals’ organizational preferences across 40 countries
Block, Jörn; Fisch, Christian UL; Lau, James et al

in Journal of Family Business Strategy (2016), 7(2), 65-74

Employees can work in family or in non-family firms. Using a sample of more than 12,000 individuals in 40 countries, we investigate this particular occupational choice decision by exploring individual ... [more ▼]

Employees can work in family or in non-family firms. Using a sample of more than 12,000 individuals in 40 countries, we investigate this particular occupational choice decision by exploring individual preferences to work in family firms. Our results show that socio-demographic, occupation-related, and entrepreneurship-related variables influence the preference to work in family firms. For example, a preference to work in family firms correlates positively with being female, a positive opinion on entrepreneurs, and self-employment intention, while it correlates negatively with length of full-time education, living in an urban area, being a manager, and entrepreneurship education. Our results help family firms with regard to recruiting of non-family employees and employer branding. [less ▲]

Detailed reference viewed: 13 (1 UL)