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- Ambigüidades identitárias na “Feira Hippie”/ BrasilPublication . Pimentel, Duarte Nuno Gonçalves; Carrieri, Alexandre de Pádua; Leite-da-Silva, Alfredo RodriguesEste trabalho tem por objetivo discutir as ambigüidades identitárias vivenciadas pelos atores sociais, representantes de organizações familiares que se agrupam na “Feira Hippie” de Belo Horizonte (Minas Gerais/Brasil). O embasamento teórico da discussão está ancorado na abordagem de identidade e nos processos de identificação social, enquanto que o material empírico provém de uma investigação em organizações familiares. O método de pesquisa adotado foi o qualitativo, baseado na Análise do Discurso e na história de vida dos gestores familiares ao longo dos seus 36 anos de atuação na Feira. A análise evidenciou os processos de construção e desconstrução de determinadas identificações por parte dos gestores familiares em relação à Feira em determinados contextos ao longo de sua história. Além disso, foi possível perceber que tais processos de identificação mantiveram uma estreita relação com a dinâmica dos grupos sociais na ocupação de um dado espaço físico e simbólico – onde os dois elementos: os grupos e o espaço – desempenharam papel ativo na construção dessas identificações sociais e organizacionais, no início como feira de artesanato e depois como feira de variedades.
- Perceptions of organizational justice and commitment of non-family employees in family and non-family firmsPublication . Pimentel, Duarte Nuno Gonçalves; Pires, Juliana Serras; Almeida, Pedro Henrique Garcia Lopes dePurpose – The purpose of this paper is to explore differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice and levels of organizational commitment. Moreover, focusing on non-family employees of family firms, the study assesses the relation between the perceptions of organizational justice and levels of organizational commitment. Finally, the study seeks to understand which dimension of organizational commitment (i.e. affective, continuance, or normative) is more associated with the perceptions of organizational justice of non-family employees working in family firms. Design/methodology/approach – The empirical evidence is provided by a sample of 205 Portuguese employees, 98 non-family employees of family firms, and 107 non-family firms’ employees, who responded to a questionnaire that included organizational justice and commitment measures. All firms included in the sample are small-sized privately owned companies. Findings – Results show that there are no differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice. However, results reveal that there are significant differences regarding the levels of organizational commitment. Furthermore, it was found that, in family firms, non-family employees’ perceptions of organizational justice are positively related to the levels of commitment, especially regarding the affective dimension. Originality/value – This paper aims to contribute to the literature by addressing two classical organizational aspects, which are yet under-researched in the comparison between family and non-family firms, while pursuing to shed some light on the relationship between the perceptions of organizational justice and levels of organizational commitment of non-family employees working in family firms.
- Profiling family firms in the Autonomous Region of the AzoresPublication . Pimentel, Duarte Nuno Gonçalves; Scholten, MarcThis study aims to profile family firms located in the Autonomous Region of the Azores. Using a sample of 82 family-controlled firms, we were able to create the profile of these firms, by looking at several important profiling aspects such as ownership and governance, experience and management, and corporate culture. While other indicators are also taken into account: sector of activity, years in business, number of employees, and last year’s turnover. Results show that these firms are owned and controlled exclusively by the family, and its owners and managers are the founding generation. They operate in the retail sector, have less than 10 employees, have been in business for over 30 years, and have a turnover of less than €500,000 per year. The family members show a strong sense of pride, belief and identity towards the firm and consider that the family has an important influence in the business.
- 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.
- Escolha intertemporal : Enquadramento, sinal e diferimento das suas consequênciasPublication . Carvalho, Pedro Le Mattre de; Scholten, Marc; Pimentel, Duarte Nuno Gonçalves; Gonçalves, Gui; Correia, Manuela FaiaDe acordo com o modelo normativo da escolha intertemporal, o Modelo de Utilidade Descontada (Samuelson, 1937), a utilidade de uma consequência futura é descontada exponencialmente consoante o diferimento. Há âmpla evidência de que as pessoas não cumprem este pressuposto. Neste estudo, 280 sujeitos realizaram uma tarefa de emparelhamento (ou matching) de forma a verificar a presença de uma nova anomalia ao desconto exponencial, bem como quatro anomalias mais conhecidas na literatura: O efeito de diferimento, o efeito de magnitude, o efeito de sinal e a assimetria adiamento- -adiantamento. A nova anomalia é uma interacção entre o enquadramento, o sinal, e o diferimento das consequências: Em ganhos, o efeito de diferimento é mais pronunciado num enquadramento de adiamento do que num enquadramento de adiantamento; em perdas, o inverso acontece. Todas as anomalias foram verificadas. Avançamos uma explicação do efeito interactivo em termos de sensibilidade decrescente a diferimentos.
- Entrepreneurial orientation in family firms: Looking at a european outermost regionPublication . Pimentel, Duarte Nuno Gonçalves; Couto, João Pedro; Scholten, MarcThis study addresses a current debate in the family business literature involving the extent to which the family business context hinders or promotes entrepreneurial behavior. The empirical evidence is provided by 155 small-sized firms, 82 family-controlled and 73 nonfamily-controlled, operating in an outermost region, the Autonomous Region of the Azores. This study analyzes the differences between family and nonfamily firms in regard to entrepreneurial orientation and how it is influenced by family participation. Results show that there are differences in entrepreneurship orientation and in two of its three dimensions, while revealing that family participation is negatively associated with entrepreneurial orientation and its three dimensions.
- 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.
- Efeitos contextuais na escolha intertemporal : Evidência contra modelos de descontoPublication . Pimentel, Duarte Nuno Gonçalves; Gonçalves, Gui; Scholten, Marc; Carvalho, Pedro Le Mattre de; Correia, Manuela FaiaA escolha intertemporal tem estreita ligação com fenómenos que estão na ordem do dia, tais como comportamentos de poupança, consumo e investimento. Este estudo constituir-se-á como um avanço na compreensão da escolha intertemporal, na medida em que contempla contextos de escolha triádica (três opções) e não apenas de escolha diádica (duas opções), à qual se limitam a maior parte de estudos empíricos. Pela primeira vez, este estudo vem tentar compreender como a preferência entre opções é influenciada por outras opções no contexto de escolha. Os actuais modelos de escolha intertemporal, chamados modelos de desconto, não contemplam tais influências, uma vez que cada opção é avaliada independentemente das outras. Focamo-nos em efeitos de polarização, induzidos pela introdução de uma terceira opção ao leque de escolha e o enquadramento da terceira opção como a opção default. Os resultados confirmaram estes efeitos. Discutimos ainda como os modelos de desconto devem ser substituídos por outros modelos, em que as pessoas fazem comparações directas entre as opções. Os resultados também confirmaram fenómenos que até hoje têm sido acomodados pelos modelos de desconto: Os efeitos de diferimento, de magnitude e de sinal.