Human Resource Management in Familienunternehmen
Type
applied research project
Start Date
April 1, 2009
End Date
December 31, 2011
Status
completed
Keywords
Familienunternehmen
Psychologisches Eigentum
Entrepreneurship
Mitunternehmertum
Description
Mitarbeitende, die nicht zur Familie gehören, sind ein zentraler Erfolgsfaktor in Familienunternehmen. Oftmals finden angestellte Nichtfamilienmitglieder jedoch beispielsweise blockierte Karrierewege oder limitierte Gestaltungsfreiräume vor. Es gilt also Wege zu finden, Mitarbeitende trotz dieser möglichen Restriktionen in optimaler Weise in das Familienunternehmen einzubinden und ihr Potenzial auszunutzen.
In diesem Forschungsgebiet befassen wir uns daher mit den Themen Mitunternehmertum, Commitment, organisationale Gerechtigkeit und Mitarbeiterperformance. Auch widmen wir uns der Wirkungsweise von Beteiligungs- und Anreizsystemen und dem Konzept des "Psychologischen Eigentums" als Alternative.
In diesem Forschungsgebiet befassen wir uns daher mit den Themen Mitunternehmertum, Commitment, organisationale Gerechtigkeit und Mitarbeiterperformance. Auch widmen wir uns der Wirkungsweise von Beteiligungs- und Anreizsystemen und dem Konzept des "Psychologischen Eigentums" als Alternative.
Leader contributor(s)
Funder
Topic(s)
Familienunternehmen
Psychological Ownership
Entrepreneurship
Mitunternehmertum
Method(s)
Quantitative Survey
Case studies
Range
Institute/School
Range (De)
Institut/School
Division(s)
Eprints ID
56381
11 results
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Item type:Publication, The Committed and the Happy : Exploring the Effects of Justice and Ownership Perceptions among Non-family Employees(IFERA - International Family Enterprise Research Academy, 2011-06-28); - Some of the metrics are blocked by yourconsent settings
Item type:Publication, - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Family Influence and Psychological Ownership: The Mediating Effects of ControlThe concept of psychological ownership (PO) has been increasingly researched in the last years. However, knowledge about the emergence of PO is still scarce. So far, no study has investigated the development of PO in the context of family firms. We aim to investigate the emergence of PO in that context by drawing on the family´s influence on the business as a decisive factor. We thereby elaborate on the effect of family influence on PO, mediated by non-family managers´ perceived control over the company.Type:conference paper - Some of the metrics are blocked by yourconsent settings
Item type:Publication, - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Psychologial Ownership of Employees as a Mediator in the Justice - Affective Commitment RelationshipNumerous scholars have accumulated evidence on the positive effects that employees’ organizational justice perceptions exert on work-related outcomes such as affective commitment. However, research still lacks understanding of the underlying mechanisms connecting the two constructs. In this article we aim to narrow this gap by examining the concept of psychological ownership as a possible mediator between organizational justice perceptions and affective commitment. Investigating a sample of 619 employees, we find distributive justice to be positively related to psychological ownership, and observe psychological ownership as a full mediator of the distributive justice and affective commitment relationship. These insights offer a new explanation in understanding the justice-commitment connection, contributing to both organizational justice and psychological ownership literature and opening up ways for promising future research.Type:journal articleJournal:Academy of Management Annual Meeting Proceedings - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Affective Commitment and Job Satisfaction Among Non-family Employees : Investigating the Roles of Justice Perceptions and Psychological OwnershipDue to numerous characteristics often attributed to family firms, they constitute a unique context for non-family employees' justice perceptions. These are linked to non-family employees' pro-organizational attitudes and behaviors, which are essential for family firms' success. Even though scholarly interest in non-family employees' justice perceptions has increased, more research is still need, also because the mechanism connecting justice perceptions and favorable outcomes is not fully understood yet. We address this gap by explicitly investigating non-family employees' justice perceptions and by introducing psychological ownership as a mediator in the relationships between justice perceptions (distributive and procedural) and common work attitudes (affective commitment and job satisfaction). Our analysis of a sample of 310 non-family employees from Germany and German-speaking Switzerland reveals that psychological ownership mediates the relationships between distributive justice and affective commitment as well as job satisfaction. This represents valuable contributions to family business research, organizational justice and psychological ownership literature, and to practiceType:journal articleJournal:Journal of Family Business StrategyVolume:2Issue:2Scopus© Citations 132 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, - Some of the metrics are blocked by yourconsent settings
Item type:Publication, - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Human Capital in Family Firms: Challenges and OpportunitiesType:newspaper articleJournal:Tharawat MagazineIssue:14 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Entrepreneurial Middle-level Managers : The Roles of Psychological Ownership & Organizational FactorsDespite the importance of middle-level managers� entrepreneurial behavior there is still a lack of knowledge about its determinants. Especially the role of individual-level factors and their interactions with organizational antecedents are unclear. Based on a sample of 403 middle-level managers this paper introduces psychological ownership as individual-level trigger for their entrepreneurial behavior. The analysis of combination of psychological ownership and established organizational antecedents reveals that management support strengthens the psychological ownership - entrepreneurial behavior relationship, whereas no moderation effects are found for work discretion and rewards/reinforcement. These findings constitute valuable contributions to entrepreneurial behavior and psychological ownership literature, as well as to practice.Type:conference paperVolume:Paper Session 1038