高绩效工作实践、社会情感财富保值与家族企业劳动生产率*

IF 3.8 4区 管理学 Q2 BUSINESS Brq-Business Research Quarterly Pub Date : 2021-03-22 DOI:10.1177/23409444211002521
Remedios Hernández‐Linares, M. López-Fernández, Esra Memili, Frank Mullins, Pankaj C. Patel
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引用次数: 4

摘要

尽管关于高绩效工作实践(HPWPs)对家族企业绩效影响的研究越来越多,但社会情感财富(SEW)保存的含义仍然模糊不清。这源于SEW保存主要被用作解释性结构和间接评估,而不是直接在实证研究中。为了解决这一研究缺口,我们利用组织控制和信号理论来确定HPWPs和SEW保存对劳动生产率的“真正”相互作用。具体来说,提出了相互竞争的假设,以确定这种相互作用是否支持互补性或可替代性。通过对124家西班牙家族企业的样本和对SEW保存的直接测量,我们的研究结果为可替代性提供了支持,表明当HPWPs全面实施且对SEW保存的承诺较低时,家族企业可以实现更高的劳动生产率,反之亦然。这些发现对家族企业具有重要意义,因为HPWPs与SEW保存在劳动生产率方面呈反比关系。j24, l20, l21, l26, m12_m12, m54_m54, o15
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High-performance work practices, socioemotional wealth preservation, and family firm labor productivity*
Despite growing research on the effect of high-performance work practices (HPWPs) on family firm performance, the implications of socioemotional wealth (SEW) preservation remain ambiguous. This stems from SEW preservation being used primarily as an explanatory construct and assessed indirectly rather than directly in empirical studies. To address this research gap, we draw upon organizational control and signaling theories to determine the “true” interaction between HPWPs and SEW preservation for labor productivity. Specifically, competing hypotheses are presented to determine if this interaction supports complementarity or substitutability. Using a sample of 124 Spanish family firms and a direct measurement of SEW preservation, our results provide support for substitutability, suggesting that family firms can realize higher labor productivity when HPWPs are fully implemented and commitment to SEW preservation is low, and vice versa. These findings have important implications for family firms, given HPWPs’ inverse relationship with SEW preservation regarding labor productivity. JEL CLASSIFICATION J24, L20, L21, L26, M12_M12, M54_M54, O15
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来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
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