Commitment to Learning, Knowledge, and Strategic Renewal: Do Family Firms Manage Them Differently?

Author(s):  
Marta Pérez-Pérez ◽  
Remedios Hernández-Linares
2019 ◽  
Vol 9 (4) ◽  
pp. 87 ◽  
Author(s):  
Pérez-Pérez ◽  
López-Férnandez ◽  
Obeso

This study aims to explore how family firms pursue strategies that promote strategic flexibility and knowledge-management (KM) practices to respond to strategic-renewal goals. Specifically, based on a knowledge-based view of the firm, the following research question is proposed: Are there heterogeneous groups of family firms in terms of knowledge management, strategic flexibility and strategic renewal goals? To answer this question, an exploratory study using a two-step cluster analysis is developed. It reveals natural groupings from a sample of 288 small and medium-sized Spanish family enterprises (SMEs). The results obtained identified three distinctive clusters of family firms, namely proactive family firms, transitional or adaptive family firms, and rigid family firms. After two-step cluster analysis, we also conducted analysis of variance (ANOVA) to confirm that significant differences amongst the three clusters exist. After heterogeneity been confirmed, a further profile of the cluster solution was provided by using CEO and board characteristics, as well as the generational stage of the company. The findings offer some counterbalance for those studies that tend to study family businesses as a homogeneous entity, thus permitting researchers to access more information, providing rich explanations for renewal managerial decision-making purposes in family firm contexts.


2017 ◽  
Vol 2017 (1) ◽  
pp. 12746
Author(s):  
Stone Han ◽  
Hsi Mei Chung ◽  
Kevin Au

2021 ◽  
pp. 104225872110018
Author(s):  
Hanqing “Chevy” Fang ◽  
James J. Chrisman ◽  
Daniel T. Holt

Using a behavioral theory framework, we argue that family firms are more persistent (less likely to engage in the strategic renewal form of corporate entrepreneurship) in their strategic behaviors over time than nonfamily firms owing to their goals of maintaining family tradition and parsimony. We also argue that family firms controlled by founders or having a family member as Chairman or CEO are more likely to be persistent in their strategies than family firms with different governance structures. Panel regression based on a sample of 8,748 firm-year observations of S&P 1500 manufacturing firms from 1996 to 2013 support our hypotheses.


Author(s):  
Didier Chabaud ◽  
Mariem Hannachi ◽  
Hedi Yezza

2018 ◽  
Vol 25 (4) ◽  
pp. 604-627 ◽  
Author(s):  
Kevin Au ◽  
Stone Han ◽  
Hsi-Mei Chung

PurposeThe purpose of this paper is to contribute a multilevel, cross-national analysis of the role that sociocultural context may play to enrich the understanding of strategic renewal in family firms. The authors conceptualize sociocultural context as consisting of firm-level social contexts and national culture, and propose that: heterogeneous social contexts in family firm management, i.e. family CEO and multigenerational involvement, give rise to mindsets that have differential effects on renewal efforts and that the proposed effects are subject to variation due to the moderation of national cultural dimensions of uncertainty avoidance and power distance.Design/methodology/approachThe authors use unique date set consisting of 959 family firms from 26 countries drawn from a cross-national, quantitative study of family firms.FindingsThe authors found that family CEO is negatively related to renewal across cultures, and this relationship is attenuated by uncertainty avoidance and power distance. In addition, multigenerational involvement is positively related to renewal, and this relationship is enhanced by the two cultural dimensions.Practical implicationsThe authors suggest that decision makers examine how different contexts, practices and cognition contribute to overall dominant logics that exist in firm. In doing so, they can evaluate how logics as a whole affect renewal, and also how different parts of the logics play a role. This overall evaluation will afford managers a holistic picture of renewal forces that operate in family firm and allow managers to make precise changes to enhance strategic renewal.Originality/valueThe findings support the contention that there is cultural-dependent countervailing effects on strategic renewal within family firms.


2019 ◽  
Vol 163 (4) ◽  
pp. 775-787 ◽  
Author(s):  
Sondos G. Abdelgawad ◽  
Shaker A. Zahra

2019 ◽  
Vol 10 (4) ◽  
pp. 77-86
Author(s):  
Hae-Young Ryu ◽  
Soo-Joon Chae
Keyword(s):  

IESE Insight ◽  
2015 ◽  
pp. 33-40
Author(s):  
Danny Miller ◽  
Isabelle Le Breton-Miller
Keyword(s):  

Author(s):  
Ron Harris

Before the seventeenth century, trade across Eurasia was mostly conducted in short segments along the Silk Route and Indian Ocean. Business was organized in family firms, merchant networks, and state-owned enterprises, and dominated by Chinese, Indian, and Arabic traders. However, around 1600 the first two joint-stock corporations, the English and Dutch East India Companies, were established. This book tells the story of overland and maritime trade without Europeans, of European Cape Route trade without corporations, and of how new, large-scale, and impersonal organizations arose in Europe to control long-distance trade for more than three centuries. It shows that by 1700, the scene and methods for global trade had dramatically changed: Dutch and English merchants shepherded goods directly from China and India to northwestern Europe. To understand this transformation, the book compares the organizational forms used in four major regions: China, India, the Middle East, and Western Europe. The English and Dutch were the last to leap into Eurasian trade, and they innovated in order to compete. They raised capital from passive investors through impersonal stock markets and their joint-stock corporations deployed more capital, ships, and agents to deliver goods from their origins to consumers. The book explores the history behind a cornerstone of the modern economy, and how this organizational revolution contributed to the formation of global trade and the creation of the business corporation as a key factor in Europe's economic rise.


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