scholarly journals Why and when do family firms invest less in talent management? The suppressor effect of risk aversion

2021 ◽  
Author(s):  
Rodrigo Basco ◽  
Thomas Bassetti ◽  
Lorenzo Dal Maso ◽  
Nicola Lattanzi
Keyword(s):  
Risk Aversion ◽  
Family Firms ◽  
Management Practices ◽  
Talent Management ◽  
Manufacturing Firms ◽  
Risk Averse ◽  
Complex Relationship ◽  
Suppressor Effect ◽  
Industry Competition ◽  
The Relationship

AbstractThis article explores the complex relationship between family firms and talent management practices. We use an international sample of medium-sized manufacturing firms to show that the relationship between family-owned firms and investment in talent management practices is mediated by the firm's level of risk aversion, which is, in turn, moderated by industry competition. Risk-averse family-owned firms tend to invest less in talent management practices when industry competition is weak. In contrast, when competition increases, family-owned firms tend to invest in talent as much as non-family-owned firms do.

The Moderating Effect of Family Management on R&D Productivity in Privately Held Firms

2019 ◽  
pp. 309-338 ◽  
Author(s):  
María J. Martínez-Romero ◽  
Rubén Martínez-Alonso ◽  
M. Pilar Casado-Belmonte ◽  
Alfonso A. Rojo-Ramírez
Keyword(s):  
Family Firms ◽  
Innovation Management ◽  
Manufacturing Firms ◽  
Moderating Effect ◽  
Family Management ◽  
Strengthening Effect ◽  
Longitudinal Sample ◽  
General Terms ◽  
The Relationship ◽  
Privately Held

The aim of this chapter is to analyze the moderating effect of family management on the relationship between R&D inputs and R&D outcomes, that is, R&D productivity. Using a longitudinal sample of 337 Spanish privately held manufacturing firms, the results show that in general terms, although family managed firms invest less in R&D than their non-family managed counterparts, they reinforce the conversion of R&D inputs into R&D outcomes. Moreover, the findings reveal that the strengthening effect of family management on R&D productivity is contingent upon the level of R&D expenditures. Thus, this chapter contributes to shedding some light into the debate regarding innovation management in privately held family firms.

scholarly journals Combining Internal and External R&D: The Effects on Innovation Performance in Family and Nonfamily Firms

2019 ◽  
Vol 44 (5) ◽  
pp. 996-1031 ◽  
Author(s):  
Fernando Muñoz-Bullón ◽  
Maria J. Sanchez-Bueno ◽  
Alfredo De Massis
Keyword(s):  
Family Business ◽  
Longitudinal Analysis ◽  
Economic Performance ◽  
Family Firms ◽  
Manufacturing Firms ◽  
Innovation Performance ◽  
Business Innovation ◽  
Innovation Research ◽  
The Relationship ◽  
Positive Effect

We examine the effect of combining internal and external R&D loci on innovation performance in family firms (FF) and nonfamily firms (non-FFs). Our longitudinal analysis of 27,438 firm-year observations of Spanish manufacturing firms from 1990 to 2016 shows that FFs can better exploit the benefits of simultaneously engaging in internal and external R&D activities, leading to a positive effect on innovation performance. Moreover, the relationship between combined internal and external R&D and innovation performance in FFs is contingent upon firm economic performance. By pointing to the importance of taking into account the combination of internal and external R&D loci to foster innovation in FFs, we challenge current family business innovation research.

The Determinants of Risk Aversion: The Role of Intergenerational Transmission

2013 ◽  
Vol 14 (2) ◽  
pp. 214-234 ◽  
Author(s):  
Maria De Paola
Keyword(s):  
Risk Aversion ◽  
Intergenerational Transmission ◽  
Individual Characteristics ◽  
Risk Attitudes ◽  
Risk Averse ◽  
The Public ◽  
Measures Of Risk ◽  
High Ability Students ◽  
The Relationship

AbstractThis article studies the relationship between risk attitudes and individual characteristics focusing on the intergenerational transmission of risk preferences. We use a dataset of a sample of Italyn students which allows us to build different measures of risk aversion based, respectively, on a survey asking students about their willingness to invest in a risky asset and about their preferences for job security and on the results of an entry test using explicit penalty points in the case of incorrect answers. In line with the findings highlighted by the existing literature, we find that women are more risk averse than men, more patient subjects are more risk averse, while high-ability students are less risk averse. As far as intergenerational transmission of preferences is concerned, it emerges that students whose fathers are entrepreneurs have a higher propensity to take risks, while students whose fathers are employed in the public sector are more risk averse. Only fathers matter with regards to their children’s risk attitudes. These results are robust to different measures of risk aversion and to different specifications of our model.

Employee perception of talent management practices and turnover intentions: a multiple mediator model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Boontip Boonbumroongsuk ◽  
Parisa Rungruang
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Management Practices ◽  
Turnover Intentions ◽  
Talent Management ◽  
Structural Equations ◽  
Content Type ◽  
Overall Justice ◽  
Justice Perception ◽  
The Relationship

PurposeThe study aims to investigate employees' overall justice perception and job stress as multiple mediators in the relationship between perceived talent management (TM) practices and turnover intention.Design/methodology/approachCovering various industries in Bangkok, Thailand, the sample of the study consists of 552 employees, including both talented employees and normal employees as defined by their organization. Online questionnaires were distributed internally by selected organizations, and structural equations modeling was used to analyze the data.FindingsThe results indicate that both overall justice perception and job stress mediate the relationship between perceived TM practices and turnover intention.Originality/valueThe study contributes to the lack of empirical evidence in TM literature and aids in the design of better TM strategies to deliver effective organizational investments in its people.

Family firms and their participation in cross-border acquisition waves: evidence from India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Fuad ◽  
Vinod Thakur ◽  
Ashutosh Kumar Sinha
Keyword(s):  
Design Methodology ◽  
Family Firms ◽  
Risk Averse ◽  
Firm Age ◽  
Content Type ◽  
Family Control ◽  
Temporal Clustering ◽  
Cross Border ◽  
Simulation Based ◽  
The Relationship

PurposeFrom the socioemotional wealth (SEW) perspective, family firms prioritize non-financial goals and show risk averse behaviour towards conducting acquisitions. In this paper, we study family firms' acquisitive behaviour while participating in CBA waves. Scholars have largely treated the cross border acquisition (CBA) wave and non-wave environments as homogeneous. We theorize that these two environments differ in their uncertainty and risk profiles on account of temporal clustering of acquisition deals. Accordingly, based on the SEW perspective, we examine the preference of family firms to participate in CBA waves.Design/methodology/approach The paper is based on CBAs conducted by Indian family firms between 2000 and 2018. These waves are identified by conducting a simulation based methodology.FindingsOur findings suggest that foreign institutional ownership, firm age and acquisition relatedness moderate the relationship between family control and participation in CBA waves.Originality/valueOur paper contributes towards the acquisitive behavior of family firms and their participation in CBA waves.

scholarly journals Antecedents of Sustainable Performance in Manufacturing Organizations: A Structural Equation Modeling Approach

2021 ◽  
Vol 13 (2) ◽  
pp. 897
Author(s):  
Noor Ullah Khan ◽  
Wenya Wu ◽  
Roselina Binti Ahmad Saufi ◽  
Nur Ain Ayunni Sabri ◽  
Ashfaq Ahmad Shah
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Management Practices ◽  
Environmental Management System ◽  
Manufacturing Firms ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Sustainable Performance ◽  
The Relationship

Sustainability is integral for organizations to manage environmental issues. Environmental awareness among stakeholders builds pressure on manufacturers to adopt green human resource management practices (GHRMPs), environmental management system (EMS), and foster organizational citizenship behavior for the environment (OCBE) to improve sustainable performance (SP). This study investigates the mediating effects of OCBE and EMS on the relationship between GHRMP and SP among ISO14001-certified manufacturing firms and SP. The quantitative design employed, and data of 227 respondents were analyzed via the SEM technique using AMOS 24™. Thus, findings revealed that GHRMP is positively related to SP, while OCBE and EMS partially mediated the relationship between GHRMP and SP among ISO14001-certified Malaysian manufacturing firms. This study makes novel academic and practical contributions to green HRM, organizational behavior, and sustainable performance. However, this study also has some limitations.

Talent Management Practices, Employee Engagement, Employee Retention; Empirical Evidence from Malaysian SMEs

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Fadillah Ismail ◽  
Heng Ka Ka ◽  
NG Wee Fern ◽  
Muhammad Imran
Keyword(s):  
Employee Engagement ◽  
Quantitative Research ◽  
Employee Retention ◽  
Business Performance ◽  
Management Practices ◽  
Talent Management ◽  
Business Environment ◽  
Beneficial Impact ◽  
The Relationship ◽  
Self Administered Questionnaire

The aim of this research is to investigate the relationship between talent management practices, employee engagement, and employee retention in the small and medium-sized enterprises (SMEs) in Malaysia. To assess the current issues in the industry, a researcher performed a study of relevant themes and subjects in the most recent literature. The above research utilizes a framework to analyze the business environment, while also providing insight on how to employee retention and employees engagement. A study on quantitative research was done. A self-administered questionnaire is used in this study. In this study, convenience sampling methods were employed. A total of 55 employee answered the surveys correctly. This research was analyzed using SPSS version 26. According to the findings of the study, talent management practices have a beneficial impact on employee engagement and retention. Talent management practices contribute for 74.3 percent of employee engagement, and it is expected to improve by 92 percent if talent management is indicated. Talent management practices, on the other hand, accounted for 74.3 percent of employee engagement and are projected to grow by 92 percent if talent management is implemented in a business. The relevant conclusion from the study into talent management practices may have a beneficial impact on employee engagement and retention, allowing the organization to achieve business performance.      

scholarly journals LEGITIMACY SIGNALS AND FAMILY IPO PERFORMANCES

2013 ◽  
Vol 14 (1) ◽  
pp. 156-181 ◽  
Author(s):  
Hung-bin Ding ◽  
Kuntara Pukthuanthong
Keyword(s):  
Family Firms ◽  
Management Practices ◽  
Stock Exchange ◽  
Legitimacy Theory ◽  
Business Research ◽  
Taiwan Stock Exchange ◽  
The Family ◽  
The Relationship ◽  
Technology Industries

The objective of this research is to examine the relationship between signals including governance and management practices and the performance of family firms IPOs. Using IPO data of 129 family firms and 129 comparable non-family firms from the Taiwan Stock Exchange, our findings highlighted the role of non-family insiders, or non-family affiliated directors in the IPOs of family firms. Our comparison between family and non-family IPOs shows hiring prestigious underwriters significantly improves the performance of family firm IPOs. Finally, we found the industries of IPO firms moderate the relationship between corporate governance characteristics and IPO performances, as non-family firms in technology industries are perceived to be more legitimate than their family counterparts. This paper makes three contributions to existing research. Firstly, we contribute to the legitimacy theory by suggesting an interaction effect between internal (organizational) and external (environmental) factors. Secondly, our analysis highlighted the roles of affiliated directors and industry in the performances of public family firms. Thirdly, this study contributes to the family business research by underscoring the differences between family and non-family firms in the IPO context.

scholarly journals The Influence Of Women Leaders And Their Leadership Style On Employee Engagement Through Talent Management As Mediating Variable

2021 ◽  
Vol 12 (3) ◽  
pp. 3377-3388
Author(s):  
Dwi Putra Budi Setia Et.al
Keyword(s):  
Women Leaders ◽  
Employee Engagement ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Management Practices ◽  
Talent Management ◽  
Service Industries ◽  
Transactional Leadership Style ◽  
The Impact ◽  
The Relationship

This research aims to investigate the impact of transformational & transactional leadership style towards employee engagement mediated by talent management practices among subordinates with woman as their direct superiors. As the research was conducted during pandemic Covid-19, questionnaires were distributed through online. The method of purposive sampling was adopted to make sure that certain criteria was met before the respondents were deemed to be eligible in filling up the questionnaires. In the end, 117 questionnaires were returned, in which 64% came from manufacturing and mineral industries (majority in oil and gas), while another 36% came from service industries (majority from public sector and trading). The analysis of multiple regression was performed towards the data in addition to use the mediation analysis proposed by Baron & Kenny. The study found that both leadership style was indeed practiced by women leaders. However, results suggested that partial mediation exists in the relationship between transformational leadership style towards employee engagement. While full mediation was supported in the relationship between transactional leadership style towards employee engagement.

scholarly journals Does Talent Management Practices Impact Service Quality in Nigeria?

2020 ◽  
Vol 55 (5) ◽  
Author(s):  
Jimoh ◽  
Adams Lukman ◽  
Daisy Mui Hung Kee ◽  
Odebunmi ◽  
Abayomi Tunde
Keyword(s):  
Service Quality ◽  
Structural Equation ◽  
Management Practices ◽  
Talent Management ◽  
Equation Modeling ◽  
Quality Improvements ◽  
Talent Retention ◽  
The Government ◽  
Attraction And Retention ◽  
The Relationship

Over the years, the field of talent management has attracted much attention among stakeholders. Therefore, this present study aims to explicitly state whether talent management impacts service quality. The population of the study was 275 employees of the National Institute for Labour Studies. However, the study purposely administered 250 questionnaires because we had to use structural equation modeling analysis to analyzed the collected data. The outcomes of the analysis our result have confirmed the following: (1) talent attraction have an impact on service quality, (2) talent retention affect service quality, (3) reward strategy affects service quality, (4) The relationship between talent attraction and service quality mediated by reward strategy, and (5) The relationship between talent retention and service quality mediated by reward strategy. Based on our findings, it can be inferred that service quality improvements have been influenced by attraction and retention of talent, and a weak relationship between the variables can be strengthened through a reward strategy. This study contributed to a different system of talent management and service quality relationships that should be included in strategic planning. Therefore, the institutes, other organizations, and the government can use employ attraction and retention talent to improve service quality in their realm.

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