Abstract
Drawing on human capital theory of employee mobility, we develop theory regarding family firm-specific human capital. Specifically, we argue that nonfamily employees of family firms are less likely to change their job than employees of nonfamily firms. We then examine employees’ mobility and the compensation outcome when such jobs changes occur. To examine these relationships, we utilize a unique dataset of all Swedish employees’ job changes from 2001 to 2012. Overall, with supportive empirical results, the present study offers a deeper understanding of employees’ mobility towards family and nonfamily private firms.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.