{"title":"\"所有员工都是平等的......但有些人比其他人更平等\"。家族中小企业中的角色认同和非家庭成员歧视","authors":"Filippo Ferrari","doi":"10.1108/jfbm-03-2024-0049","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>This paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>A quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies <em>N</em> = 186, total questionnaires collected <em>N</em> = 838).</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>Drawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).</p><!--/ Abstract__block -->\n<h3>Research limitations/implications</h3>\n<p>By adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.</p><!--/ Abstract__block -->\n<h3>Practical implications</h3>\n<p>This study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.</p><!--/ Abstract__block -->\n<h3>Social implications</h3>\n<p>SMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>This study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.</p><!--/ Abstract__block -->","PeriodicalId":51790,"journal":{"name":"Journal of Family Business Management","volume":null,"pages":null},"PeriodicalIF":3.6000,"publicationDate":"2024-05-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"“All employees are equal … but some are more equal than others”. Role identity and nonfamily member discrimination in family SMEs\",\"authors\":\"Filippo Ferrari\",\"doi\":\"10.1108/jfbm-03-2024-0049\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>This paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>A quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies <em>N</em> = 186, total questionnaires collected <em>N</em> = 838).</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>Drawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).</p><!--/ Abstract__block -->\\n<h3>Research limitations/implications</h3>\\n<p>By adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.</p><!--/ Abstract__block -->\\n<h3>Practical implications</h3>\\n<p>This study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.</p><!--/ Abstract__block -->\\n<h3>Social implications</h3>\\n<p>SMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.</p><!--/ Abstract__block -->\\n<h3>Originality/value</h3>\\n<p>This study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.</p><!--/ Abstract__block -->\",\"PeriodicalId\":51790,\"journal\":{\"name\":\"Journal of Family Business Management\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.6000,\"publicationDate\":\"2024-05-06\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Family Business Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1108/jfbm-03-2024-0049\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Family Business Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/jfbm-03-2024-0049","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
“All employees are equal … but some are more equal than others”. Role identity and nonfamily member discrimination in family SMEs
Purpose
This paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.
Design/methodology/approach
A quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies N = 186, total questionnaires collected N = 838).
Findings
Drawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).
Research limitations/implications
By adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.
Practical implications
This study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.
Social implications
SMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.
Originality/value
This study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.