scholarly journals The internationalisation of Spanish family firms through business groups: Factors affecting the profitability, and the moderating effect of the family nature of the Spanish business

2018 ◽  
Vol 21 (1) ◽  
pp. 82-90 ◽  
Author(s):  
M. Carmen Pérez-López ◽  
M. Elena Gómez-Miranda ◽  
Eva Argente-Linares ◽  
Lina López-Sánchez
Keyword(s):  
Family Firms ◽  
Business Groups ◽  
Moderating Effect ◽  
Factors Affecting ◽  
The Family ◽  
Spanish Family

Passing the baton

2016 ◽  
Vol 24 (3) ◽  
pp. 35-37 ◽  
Author(s):  
Pauline Drury
Keyword(s):  
Family Business ◽  
Succession Planning ◽  
Family Firms ◽  
Longitudinal Research ◽  
Panel Discussion ◽  
Psychological Impact ◽  
Food Group ◽  
Content Type ◽  
Factors Affecting ◽  
The Family

Purpose The purpose of this paper is to consider the factors affecting the success of succession planning in family businesses. Design/methodology/approach The study reports on a panel discussion in which the former chairman of the William Jackson Food Group describes the processes put in place to manage succession at this family firm and his own experience of handing over to his successor. Findings Once upon a time, saying that you were going into the family business marked the end of any career discussion. Now it’s just the beginning – interest in family firms has never been greater. Succession planning is a subject guaranteed to generate questions – everyone wants to know how to get it right. Fortunately, it’s an area where some are happy to share their experience. Research limitations/implications The paper highlights the need for more longitudinal research on family firms. Practical implications This paper provides a practical guide to structures and processes that can facilitate succession planning in family firms. Social implications It draws attention to the emotional and psychological impact of succession on the retiring individual and the need to create life structures to replace former business involvement. Originality/value This paper aims to present a frank discussion of the approach to succession planning taken by one family business and the broader research questions that it raises.

Ownership and Operating Performance of Spanish Family IPO Firms

2020 ◽  
pp. 210-233
Author(s):  
Fuencisla Martínez Lobato ◽  
C. José García Martín ◽  
José Emilio Farinós Viñas
Keyword(s):  
Empirical Evidence ◽  
Initial Public Offering ◽  
Ownership Structure ◽  
Family Firms ◽  
Operating Performance ◽  
Operational Performance ◽  
The Family ◽  
Spanish Family ◽  
Public Offering ◽  
A Company

Previous studies have shown the existence of a relationship between the ownership structure of a company and its operational performance. In this context, the empirical evidence reveals that after an initial public offering (IPO), companies experience a decline in their operational performance. In this research, the authors investigate whether the characteristics of Spanish family firms led to a different operating behavior with respect to non-family companies when they go public through an IPO. The results show that the particularities of the family firm do not turn into significant differences in operational performance after the listing process.

Factors Determining the Internationalization of Spanish Family SMEs

2020 ◽  
pp. 148-167
Author(s):  
Marta Fernández-Olmos
Keyword(s):  
Human Resources ◽  
Family Firms ◽  
Business Strategies ◽  
International Expansion ◽  
Foreign Markets ◽  
Product Innovations ◽  
The Family ◽  
Spanish Family ◽  
Family Smes ◽  
Degree Of Internationalization

This chapter examines the factors determining international expansion for a group of Spanish family SMEs. Internationalization is modelled taking into account both the decision to enter foreign markets and the degree of internationalization. This chapter uses the information provided by the Survey on Business Strategies in Spain, including 1,519 observations. The results indicate that the presence of the second generation in the family firm, the establishment of alliances with other firms, and some intangible resources (in particular, product innovations, and human resources) all positively influence the degree of internationalization. The results also indicate that the size and age of family firms are important factors in determining their international expansion.

Family Firms' International Commitment

2009 ◽  
Vol 22 (2) ◽  
pp. 125-135 ◽  
Author(s):  
Enrique Claver ◽  
Laura Rienda ◽  
Diego Quer
Keyword(s):  
Family Firms ◽  
Family Businesses ◽  
Entry Modes ◽  
Related Factors ◽  
The Family ◽  
Spanish Family ◽  
Commitment Level

Few studies have dealt with family businesses and internationalization theories. The aim of this article is to bridge this gap by examining the family-related factors that have an impact on the international commitment level of these companies. From a sample of Spanish family firms, findings show that long-term vision and the presence of nonfamily managers are positively related to entry modes involving stronger international commitment, although self-financing limits this commitment.

scholarly journals Familiness and socioemotional wealth in Spanish family firms: An empirical examination

2017 ◽  
Vol 7 (1-2) ◽  
Author(s):  
Ismael Barros ◽  
Juan Hernangómez ◽  
Natalia Martin-Cruz
Keyword(s):  
Organizational Effectiveness ◽  
Family Involvement ◽  
Family Business ◽  
Family Firms ◽  
Family Influence ◽  
Socioemotional Wealth ◽  
Empirical Examination ◽  
The Family ◽  
Spanish Family ◽  
The Impact

The socioemotional wealth (SEW) related to emotional endowments accumulated in the business by the family, is one of the most important features that differentiate the family firms of other organizations. However, there are few studies developed in the context of the antecedents and consequences of the building and use of SEW in the family business. Therefore, this study, using a sample of Spanish family firms that are non-publicly traded, explains how family influence affects the building and use of SEW and, thus, the organizational effectiveness of the family firm. The results indicate mixed results regarding the impact of the family involvement on the essence. Those suggest a positive relationship between building and use of SEW and organizational effectiveness of the family business.

scholarly journals Efficacy of corporate social responsibility in corporate governance structures of family owned business groups in India

2018 ◽  
Vol 2 (1) ◽  
pp. 52-68 ◽  
Author(s):  
Raveena Naz
Keyword(s):  
Corporate Governance ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Family Business ◽  
Family Firms ◽  
Business Groups ◽  
Business Group ◽  
Governance Structures ◽  
The Family ◽  
Corporate Social

The concept of ‘Corporate Social Responsibility’ (CSR) has often relied on firms thinking beyond their economic interest despite the larger debate of shareholder versus stakeholder interest. India gave legal recognition to CSR in the Companies Act, 2013. CSR in India is believed to be different for two reasons: the dominance of family business and the history of practice of social responsibility as a form of philanthropy (mainly among the family business). This paper problematises the actual structure of business houses in India and the role of CSR in a context where the law identifies each company as a separate business entity while the economics of institutions emphasizes the ‘business group’ consisting of a plethora of firms as the institutional organization of business where capital owned or controlled by the family group is spread across the firms through the interlocked holding structures. Within this framework, the largest family firms, which are part of family owned business groups, top the CSR expenditure list. The governance structure of family firms allows family owned business group to show mandatory compliance of CSR even when they actually spend much less than what is prescribed by law. This aspect of the family firms is not addressed by the CSR legislation in particular or corporate governance legislation in general in India. The paper illustrates this with an empirical study of one of the largest family owned business group in India Reliance Industries Limited (RIL), which is well acclaimed for its CSR activities. The paper demonstrates how the business group through these series of shareholding network reduces its legally mandated CSR liability. The paper thus indicates the inadequacy of CSR legislation in India because the unit of compliance is an individual firm and it assumes that each firm is independent and only connected to each other through market dealings. The law does not recognize the inter-connections of firms (through common ownership and control) in corporate governance structures of family owned business group and hence is inadequate in its design to effect the threshold level of CSR expenditure. This is the central argument of the paper.

scholarly journals Factors Affecting Women’s Intention to Lead Family Businesses in Mexico

2021 ◽  
Vol 10 (7) ◽  
pp. 251
Author(s):  
Jorge Duran-Encalada ◽  
Katarzyna Werner-Masters ◽  
Alberto Paucar-Caceres
Keyword(s):  
Family Business ◽  
Family Firms ◽  
Family Businesses ◽  
Leadership Role ◽  
Strategic Decision ◽  
Structured Interviews ◽  
Factors Affecting ◽  
Managerial Roles ◽  
The Family

The purpose of this study is to establish the prevalence of barriers to women’s leadership in the family business in terms of invisibility, the glass ceiling effect, and sexism. We conduct eight semi-structured interviews with women holding leading managerial roles in family businesses in Mexico to identify the factors that impede/facilitate their involvement. We apply the theory of planned behavior (TPB) in order to determine how these factors support/constrain women in their roles. We find that some factors and circumstances are critical for women to achieve an important leadership role in the family business. These factors entail levels of education and experience, the extent to which women participate in strategic decision making and governance of the firm, as well as the support of the company’s founder and other family members for these women’s efficacy and self-esteem. These results challenge some of the extant findings in the literature, thus enriching the current perspectives on the leadership role of women in family firms. Moreover, this research is the first attempt to analyze impediments to women under the TPB perspective as well as one of the few studies conducted on the topic in Latin America, specifically in Mexico.

Culture of Family Commitment and Strategic Flexibility: The Moderating Effect of Stewardship

2008 ◽  
Vol 32 (6) ◽  
pp. 1035-1054 ◽  
Author(s):  
Shaker A. Zahra ◽  
James C. Hayton ◽  
Donald O. Neubaum ◽  
Clay Dibrell ◽  
Justin Craig
Keyword(s):  
Organizational Culture ◽  
Competitive Advantage ◽  
Family Firms ◽  
Moderating Effect ◽  
Competitive Environment ◽  
Strategic Flexibility ◽  
Family Commitment ◽  
Competitive Environments ◽  
The Family ◽  
Using Data

The ability of family firms to identify and respond to changes in their external environments can be a key source of competitive advantage leading to success and survival. Some research, however, has suggested family firms are conservative and often lack the ability to adapt to their changing competitive environments. Using data from 248 family firms, we found a family firm's culture of commitment to the business is positively associated with its strategic flexibility—the ability to pursue new opportunities and respond to threats in the competitive environment. Further, we found stewardship–oriented organizational culture positively moderated the family commitment–strategic flexibility relationship.

Family Firms, Social Responsibility, and Non-Family Member Employees Identification

Think India ◽  
2013 ◽  
Vol 16 (3) ◽  
pp. 10-19
Author(s):  
Ang Bao
Keyword(s):  
Resource Allocation ◽  
Social Responsibility ◽  
Family Member ◽  
Program Implementation ◽  
Social Identity Theory ◽  
Family Firms ◽  
The Family ◽  
Corporate Social ◽  
The Relationship ◽  
Csr Engagement

The objective of this paper is to find the relationship between family firms’ CSR engagement and their non-family member employees’ organisational identification. Drawing upon the existing literature on social identity theory, corporate social responsibility and family firms, the author proposes that family firms engage actively in CSR programs in a balanced manner to increase non-family member employees’ organisational identification. The findings of the research suggest that by developing and implementing balanced CSR programs, and actively getting engaged in CSR activities, family firms may help their non-family member employees better identify themselves with the firms. The article points out that due to unbalanced CSR resource allocation, family firms face the problem of inefficient CSR program implementation, and are suggested to switch alternatively to an improved scheme. Family firms may be advised to take corresponding steps to select right employees, communicate better with non-family member employees, use resources better and handle firms’ succession problems efficiently. The paper extends employees’ identification and CSR research into the family firm research domain and points out some drawbacks in family firms’ CSR resource allocation while formerly were seldom noticed.

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