"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

IF 3.6 Q2 MANAGEMENT Journal of Family Business Management Pub Date : 2024-05-06 DOI:10.1108/jfbm-03-2024-0049
Filippo Ferrari
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引用次数: 0

摘要

目的 本文旨在调查在何种条件下,非家族成员是否会因任人唯亲和逆向选择做法而产生受歧视的感觉,以及由此产生的后果。本研究还旨在调查所扮演的角色是否会影响非家族成员员工对受到歧视的感知。设计/方法/途径通过采用结构方程模型(SEM)分析,本研究采用了定量方法。根据多重身份理论,研究结果表明,角色显著性(RS)可有效减少非家庭成员员工感知歧视(PD)的不良影响。因此,本研究加深了对非家族成员就业条件及其对组织承诺(OC)、组织公正(OJ)和辞职意向(ITQ)等战略结果的影响的了解。研究局限/意义通过采用自我分类方法,本研究还推进了当前的理论文献,因为这种方法论视角有助于学者进一步了解家族企业中的多样性。社会影响中小型企业是世界上最普遍的企业类型;因此,避免非家族成员员工出现 PD 具有普遍的伦理意义。原创性/价值本研究通过表明 RS 在决定 PD 水平方面发挥着重要作用,从而扩展了现有文献。本研究还重点分析了多重身份在家族企业的个人和群体层面上对公平性和承诺的影响,从而推动了现有文献的发展。
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“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.

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来源期刊
CiteScore
5.50
自引率
33.30%
发文量
51
期刊最新文献
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