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- Non-family employees : levels of job satisfaction and organizational justice in small and medium-sized family and non-family firmsPublication . Pimentel, Duarte Nuno GonçalvesThe purpose of this paper is to explore differences between non-family employees of family firms and employees of non-family firms regarding their levels of job satisfaction. Moreover, focusing on family firms, we assess the impact of non-family employees’ perceptions of organizational justice on their levels of job satisfaction; we also seek to understand which dimensions of job satisfaction are most affected by the employees’ perceptions of organizational justice. The empirical evidence is provided by a sample of 205 Portuguese employees (98 non-family employees of family firms and 107 employees of non-family firms), working in small and medium-sized privately-owned enterprises. The findings reveal that non-family employees of family firms do not differ from employees of non-family firms regarding their levels of job satisfaction. Furthermore, it was found that, in family firms, there is a positive influence of the perceptions of organizational justice on job satisfaction levels, in particular regarding satisfaction with benefits and supervision.
- Employer branding and psychological contract in family and non-family firmsPublication . Pimentel, Duarte Nuno Gonçalves; Almeida, Pedro Henrique Garcia Lopes de; Marques-Quinteiro, Pedro; Sousa, MartaABSTRACT: Purpose – The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels. Design/methodology/approach – The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies. Findings – The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of nonfamily companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees. Originality/value – This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions s of employer branding and levels of the psychological contract of employees working in family firms.
- Fast or slow? Decision-making styles in small family and nonfamily firmsPublication . Pimentel, Duarte Nuno Gonçalves; Scholten, Marc; Couto, João PedroPurpose – The purpose of this paper is to explore differences in the decision-making styles between family and nonfamily firms, while assessing how family participation relates to the use of decision-making styles within family firms. Design/methodology/approach – The empirical evidence is provided by a sample of 155 firms, located in the Azores, Portugal, 82 family controlled and 73 nonfamily controlled firms. All firms included in the sample are small-sized privately owned enterprises. Business owners and managers responded to a decision-making styles questionnaire, followed, in the case of family firms, by the report of the number of family members actively involved in the business. Findings – Results show that there are no differences in the use of rational decision making between family and nonfamily firms. However, nonfamily firms show higher levels of experiential decision making than family firms. Results also show that family participation plays a key role in guiding the decisional process, by promoting the use experiential decisions and inhibiting the adoption of a rational decision-making styles in family firms. Research limitations/implications – From a theoretical perspective, this study opens the door to new research on an under investigated topic in the family business literature. It contributes with initial notions that may help profile the decisional style within small family firms, while revealing how family participation affects it. Thus, creating a fertile ground of discussion that can be an impulse for more research in this area. Practical implications – From an applied perspective, assessing the influence of family participation in the adoption of a decisional style is potentially valuable for practitioners as well as for owners and managers. Providing them with clues that may help them better understand the basis of their decisions which can benefit their relations with other family members, as with customers, partners and suppliers that play a key role in the firm’s growth, profitability and adaptability. Social implications – From a social point of view, showing that family firms tend to be rational in their decisions may help create a more reputable and credible image surrounding these firms that are sometimes perceived as less professional than nonfamily firms. Thus, a more solid reputability can help improve their relationship with important partner institutions (e.g. financial, governmental), becoming more attractive to private and public investment, which can translate into win-win situations. Originality/value – This study responds to a gap in the literature, by exploring the use of experiential vs rational decision-making styles in small family and nonfamily firms. This study also contributes to the understanding of the decision making within family firms, by assessing the role of family participation in the adoption of a decisional style.