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Human Resource Management in Familienunternehmen
Type
applied research project
Start Date
01 April 2009
End Date
31 December 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(s)
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
Now showing
1 - 10 of 11
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PublicationEntrepreneurial 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
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PublicationCrisis Coming Home? Firm Performance During the Economic Crisis and Managers' Work-Family ConflictThe economic crisis over the past years has challenged managers in many ways. In our longitudinal study during the global recession, we examine how perceived firm performance interacts with sources of supervisor support and stress to affect managers' work-family conflict. First, we draw from Conservation of Resources theory to analyze how sources of supervisor support and stress relate to managers' work-family conflict. Second, we explore how perceived firm performance modifies the relationships between these factors and work-family conflict. Our surveys of 182 managers before and during the crisis reveal that perceived firm performance significantly alters the effectiveness of sources of supervisor support in relieving work-family conflict. Additionally, perceived poor firm performance was found to intensify the negative effect of stressors on work-family conflict. Our results highlight the need to consider an organization's perceived health when studying managers' attitudes and career outcomes.Type: conference paper
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PublicationFamily 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
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PublicationType: conference paper
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PublicationType: newspaper articleJournal: Tharawat MagazineIssue: 14
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PublicationType: newspaper articleJournal: HR TodayIssue: 9
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PublicationThe 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)
;Bernhard, FabianA main challenge that family businesses face is fostering non-family employees' val-ue-creating attitudes, such as affective commitment and job satisfaction. While justice perceptions have been identified as being critical in the creation of these outcomes, the process how they actually evolve is less clear, especially in family firms. We address this gap 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 family firms in German-speaking Switzerland and Germany reveals that psychological ownership mediates the relationships between distributive justice and affective commitment as well as job satisfaction. This leads to valuable contributions to family business research, organizational justice and psychological ownership literatures, and to practice.Type: conference paper -
PublicationType: newspaper articleJournal: VR-PraxisVolume: 2011Issue: 2
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PublicationAffective 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: 2
Scopus© Citations 112