发帖
雷达卡
本文转编于微信公众号：麦哲学术
获取更多管理学权威期刊学术前沿，请关注我们！
1. 管理家族企业的传统与创新悖论：家族烙印的视角Managing the Tradition and Innovation Paradox inFamily Firms: A Family Imprinting Perspective作者：Irmak Erdogan, Emanuela Rondi, Alfredo De Massis悠久的家族企业拥有一整套构成其传统的信念和实践。但是，为了保持竞争力，他们需要更新产品和生产流程。如此推向过去和未来的力量反而要求连续性和变革，这似乎是自相矛盾的。在对土耳其八家历史悠久的家族企业的归纳分析中，我们确定了四种平等的策略来管理这一悖论。我们采用家庭烙印的观点，根据前代家庭的悠久遗产，根据当前家庭烙印的内容，如何塑造创新和传统的不同方法。通过对家族企业，印记和创新研究的贡献，我们将时间共生的新结构识别为公司同时采用回顾性和前瞻性方法来利用其资源来同时延续传统和实现创新，从而突出了其作为过去的盾牌的关键作用和未来的引擎。Long-establishedfamily firms are endowed with a bundle of beliefs and practices that constitutetheir tradition. However, to remain competitive, they need to renew theirproducts and production processes. Such forces pulling toward the past and thefuture, antithetically calling for continuity and change, seem paradoxical. Inan abductive analysis of eight long-established family firms in Turkey, weidentify four equifinal strategies to manage this paradox. Adopting a familyimprinting perspective, we theorize how the long-lasting legacy of previousfamily generations shapes different approaches to innovation and traditiondepending on the content imprinted on the current family generation.Contributing to family business, imprinting and innovation research, weidentify the new construct of temporal symbiosis as a firm’s simultaneousadoption of retrospective and prospective approaches to using its resources toconcurrently perpetuate tradition and achieve innovation, highlighting itscrucial role as a shield of the past and engine for the future.2. 家族企业中的心理健康：概念模型和研究议题Mental Health in the Family Business: A ConceptualModel and a Research Agenda作者：Danny Miller, Johan Wiklund, Wei Yu心理健康问题不仅影响着世界各地的家庭，而且也影响着许多家族企业。 轶事证据表明，家族企业的独特性可能是一把双刃剑，对于处理精神疾病的企业家庭既有好处，也有缺点。基于家族企业的社会情感财富（SEW）观点、家族应对的ABCX模型以及工作-家庭接口的研究文献，我们开发了一种理论模型来建议MDs如何与家族和家族企业资源相互作用，从而影响家族与他们公司关系的动态性，以及这些动态性带来的结果。最后根据上述分析提出研究议题。Mentalhealth issues are affecting not only families worldwide but also numerousfamily businesses. Anecdotal evidence suggests that the uniqueness of thefamily business may be a double-edged sword generating both benefits anddrawbacks for business families dealing with mental disorders. Building on thesocioemotional wealth (SEW) perspective of family business, the ABCX model offamily coping, and work–family interface literature, we develop a theoreticalmodel to suggest how MDs interact with family and family business resources toinfluence the dynamics between families and their firms, and the outcomes fromthose dynamics. A research agenda is then proposed.3. 家族企业传承中的情绪发掘和缓解Unearthingand Alleviating Emotions in Family Business Successions作者：Alexandra Bertschi-Michel, Nadine Kammerlander, Vanessa M. Strike我们将在4年中跟踪一名顾问和五名家族企业的继承案例，以捕捉在继任过程中出现的新情绪。 通过归纳分析，我们研究了顾问对这些情绪的调解如何影响个人对继任过程的满意度。访谈，观察，会议记录和存档数据揭示了一个反复的过程：顾问在缓解压力之前首先发掘了现任和继任者的情绪，以浮现情绪上的紧张气氛。发掘和缓解情绪会加快角色调整并推进继任，尤其是当任职者在此过程中“卡住”时。情绪调解和角色调整似乎可以促进个人对继任过程的满意度。We followone advisor and five family firm succession cases over 4 years to captureemerging emotions during the succession process. Using inductive analysis, weinvestigate how the advisor’s mediation of these emotions affectsindividual-level satisfaction with the succession process. Interviews,observation, meeting minutes, and archival data reveal an iterative process:the advisor first unearths the incumbent’s and successor’s emotions to surfaceemotional tensions before alleviating them. Unearthing and alleviating emotionsspeeds role adjustments and advances succession, especially when the incumbentbecomes “stuck” in the process. Emotion mediation and role adjustment appear tofoster individual-level satisfaction with the succession process.4. 企业外交与家族企业的长寿之道CorporateDiplomacy and Family Firm Longevity作者：Luciano Ciravegna, Liena Kano, Francesco Rattalino, Alain Verbeke在交易成本经济学（TCE）的指导下，我们以新的概念为基础讨论家族企业的寿期，但结合了公司外交思想。家族企业，由于其结合社会资本的优越基础（在这里被解释为特定于企业的，降低交易成本的治理机制），相对于非家族企业而言，在利用支持长寿的网络联系方面具有固有优势。但是，由于分叉偏差（BB），即对家族具有情感价值的资产和关系的优先排序，大多数家族企业无法有效地利用此治理工具来实现长寿。我们建议公司外交通过其熟悉，接受和参与这三个过程步骤，可以帮助家族企业扩大其社会资本的基础储备，并可以更好地节约可能危害其生存的承包挑战。在外部，公司外交有助于节省与外部利益相关者的关系中BB的表达，从而增加了桥接社会资本。在内部，它可以解决对家庭与非家庭人力资产的偏见待遇，从而增加社会资本的纽带。在几代人之间，公司外交支持下一代家庭成员获得并增强对公司社会资本的依赖。专注于公司外交程序和由此产生的社会资本创造的家族企业极大地提高了他们长寿的机会。We discussfamily firm longevity building upon a new conceptual lens, informed bytransaction cost economics (TCE), but augmented with corporate diplomacythinking. Family firms, because of their superior foundation of bonding socialcapital (interpreted here as a firm-specific, transaction cost-reducinggovernance mechanism), have an intrinsic advantage vis-à-vis nonfamily firmswith regards to utilizing network ties supportive of longevity. Most familyfirms, however, fail to leverage effectively this governance tool to achievelongevity, due to bifurcation bias (BB), that is, the unchecked prioritizationof assets and relationships that hold affective value for the family. Wepropose that corporate diplomacy, through its three process steps,familiarization, acceptance, and engagement, can help the family firm augmentits baseline reservoir of social capital, and allows improved economizing oncontracting challenges that endanger its survival. Externally, corporatediplomacy helps economizing on expressions of BB in relationships with outsidestakeholders, thus augmenting bridging social capital. Internally, it canaddress biased treatment of family versus nonfamily human assets, therebyaugmenting bonding social capital. Intergenerationally, corporate diplomacy supportsaccess to, and improved reliance upon the firm’s social capital by nextgeneration family members. The family firms that focus on corporate diplomacyprocesses and the resulting social capital creation greatly improve theirchances of longevity.5. 进化心理学的看不见的手：亲属在第一代家族企业中的重要性TheInvisible Hand of Evolutionary Psychology: The Importance of Kinship inFirst-Generation Family Firms作者：Xiaodong Yu, Laura Stanley, Yuping Li, Kimberly A. Eddleston, FranzW. Kellermanns虽然先前的研究着重于家族企业与非家族企业在CEO选择和高管薪酬方面的差异，但本研究调查了具有不同亲属关系的家族企业之间的差异。我们发现，与亲戚关系密切的家族企业相比，亲戚关系密切的家族企业更可能任命一名非家族企业首席执行官，并向非家族企业高管支付较低的薪水。这种关系通过公司业绩和家族所有权来缓和。基于进化心理学，我们建议拥有近亲或远亲的家族企业在保持社会情感财富方面具有不同的动机水平。While previous studies focus ondifferences between family and nonfamily firms regarding CEO selection andexecutive compensation, this study investigates differences among family firmswith different types of kinship ties. We find that, compared with family firmswith close kinship ties, those with distant kinship ties are more likely toappoint a nonfamily CEO and to pay nonfamily executives lower salaries. Thisrelationship is moderated by firm performance and family ownership. Based onevolutionary psychology, we propose that family firms with close versus distantkinships have different motivation levels to preserve socioemotional wealth.
提升卡
置顶卡
沉默卡
变色卡
抢沙发
千斤顶
显身卡
京公网安备 11010802022788号
