Family Employment Research Articles

Lessons from family firms: the use of flexible work arrangements and its consequences

Ongoing trends towards more flexible work arrangements (FWA) have been accelerated by the Covid-19 crisis. Whilst research has shown the overall benefits FWA can have, limited research has explored whether use and benefits of FWA are equal across differentiated organisational contexts and genders. We suggest that individuals working in their family’s business face less organizational constraints that typically hinder employees from taking advantage of FWA. It could be suggested that these workers may make higher use of FWA than individuals in regular employment because of their entrepreneurial status and nepotistic privileges. Consequently, the aim of this paper is to explore if family members working in their family’s business, work under favourable boundary conditions which enable them to more freely make use of and benefit from FWAs. Utilising representative data from the German Family Panel (pairfam), our comparative analysis based on propensity score matching, suggests that family members working in their family’s business (N = 337) do make greater use of FWA than those in regular employment. Counter to common assumptions, the findings reveal that FWA leads to higher workloads for owner-managers but not for family employees. Furthermore, families working in their business show no differences in how they divide household tasks compared to regular employed families–yet they perceive that division to be fairer. This study extends knowledge by introducing family ownership and kinship ties as important boundary conditions to existing theories on FWA, such as life-course theory. It also provides new insights into the commonly assumed consequences of FWA use.

Employee motivation and job satisfaction in family-owned businesses

This study aimed to investigate the differences in motivational focus and sources of satisfaction between family and non-family employees in family businesses. Data from a questionnaire survey conducted between May and September 2021 were used to examine the relationship of work motivation between family and non-family employees. Data were collected via a questionnaire and interviews with 56 non-family employees and 148 family employees from family businesses of eight Slovak regions. To meet the stated aim, relevant quantitative methods such as the two-sample Fisher’s F-test, two-sample Student’s t-test with inequality of variances, and the Pearson correlation method were applied. Based on the established results, it can be assumed that it is possible to adapt the dealings with the employees of family companies more closely to their individual needs, and thus contribute to their performance. Non-family employees are more oriented towards economic benefits. Family employees show a more balanced orientation between economic benefits and moral satisfaction. This confirms that financial considerations are still an important factor of motivation for non-family employees. According to the results of the study, non-family employees tend to focus on content and activity, while family employees rather focus on success. A possible explanation could be that family members perceive the success of a company more than their own and feel more confident in the choice of activities they would like to carry out, so they take this fact more than for granted. AcknowledgmentThis paper has been supported by funds of the project VEGA No. 1/0240/20. This study was supported by the project GAAA 5-5/2020 “Development of family businesses in Slovak regions”, which has received funding from Grant Agency Academia Aurea and by project VEGA 1/0813/19 “Managing the development of innovative and start-up forms of businesses in international environment and verification of INMARK concept”, which has received funding from the Ministry of Education, Science, Research and Sport of the Slovak Republic.

When forgetting what happened at work matters: The role of affective rumination, problem-solving pondering, and self-control in work-family conflict and enrichment.

Whether integrating work into home benefits or harms an employee's family role is a critical issue that has met with mixed findings in the extant literature. Work-home integration can be manifested in different ways. Unfortunately, prior research has tended to use global assessments of integration that may mask relationships between different types of integration and work-family outcomes. In 2 studies, the present research takes a step toward a more fine-grained analysis by focusing on the work-family consequences of affective rumination and problem-solving pondering, both of which represent psychological integration of work into home. In Study 1, using a between-person design with a 6-week time lag (NTime1 = 519, NTime2 = 231), affective rumination was positively related to work-family conflict and negatively to work-family enrichment, whereas problem-solving pondering was unrelated to work-family conflict and positively related to work-family enrichment. In Study 2, a within-person daily diary study over 1 workweek (N = 103), affectively ruminating more than usual was related to more work-family conflict than usual and to less enrichment than usual. Moreover, average affective rumination over 1 workweek was negatively related to average work-family enrichment. Problem-solving pondering was unrelated to work-family conflict and enrichment within persons, but was positively related to work-family enrichment between persons. Neither study supported the hypothesis that trait self-control would buffer the negative consequences of affective rumination. Overall, these results emphasize the importance of investigating the consequences of specific types of integrating work into home rather than overall tendencies of doing so. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

DEMOCRACY / PARTICIPATION-BASED CORPORATE SOCIAL RESPONSIBILITY MANAGEMENT IMPROVES PUBLIC WELFARE IN INDONESIA

CSR is a responsibility that must be implemented by every company, where the company's responsibility is not only on the financial condition. But corporate responsibility (CSR) is also related to all stakeholders included their family employees. The existence of a company can have two impacts, namely positive and negative, therefore the company needs to prevent negative impacts that may arise and can interfere with the company's operations and community activities. This, CSR is very necessary to be implemented in every company. This research uses qualitative research and uses a deductive approach. The results of this study indicate that the implementation of CSR is indispensable in a company, the variable of participation democracy takes part in the establishment of the company and the level of welfare of the Indonesian people is one of the impacts of the success of a company in promoting the concept of CSR.

THE EFFECT OF A TRANSFORMATIONAL LEADERSHIP STYLE ON WORK ENGAGEMENT WITH WORK SATISFACTION AS INTERVENING VARIABLES IN K3PG

This study aims to analyze the effect of transformational leadership style and work satisfaction on work engagement. The population used in this study were 109 employees of the Petrokimia Gresik Family Employee Cooperative. The sampling technique used was purposive sampling with the criteria working period of at least 5 years, so the number of samples used was 80 people. The analysis model used is path analysis using SPSS. The research results show that: There is a positive and significant effect of transformational leadership style on work engagement, transformational leadership has positif effect on on work satisfaction, positive and significant effect of work satisfaction on work engagement, and There is a positive influence and significant transformational leadership style on work engagement through work satisfaction. Its indicated that the leaders should be consistent in applying transformational leadership styles and increase employee work satisfaction to increase work engagement for their employees. When employees have work engagement, they will become productive at work so they can make the best contribution to the company.

THE EFFECT OF A TRANSFORMATIONAL LEADERSHIP STYLE ON WORK ENGAGEMENT WITH WORK SATISFACTION AS INTERVENING VARIABLES IN K3PG

This study aims to analyze the effect of transformational leadership style and work satisfaction on work engagement. The population used in this study were 109 employees of the Petrokimia Gresik Family Employee Cooperative. The sampling technique used was purposive sampling with the criteria working period of at least 5 years, so the number of samples used was 80 people. The analysis model used is path analysis using SPSS. The research results show that: There is a positive and significant effect of transformational leadership style on work engagement, transformational leadership has positif effect on on work satisfaction, positive and significant effect of work satisfaction on work engagement, and There is a positive influence and significant transformational leadership style on work engagement through work satisfaction. Its indicated that the leaders should be consistent in applying transformational leadership styles and increase employee work satisfaction to increase work engagement for their employees. When employees have work engagement, they will become productive at work so they can make the best contribution to the company.

Kinship and Gender in Family Firms: New Insights Into Employees’ Organizational Citizenship Behavior

We extend relational demography theory by introducing kinship as a new demographic characteristic of categorization. We theorize that family firm employees’ kinship similarity (family vs. nonfamily), kinship tie (child vs. other familial relationship), and gender (female vs. male) uniquely affect their organizational citizenship behavior (OCB). Data collected from 209 family CEO–employee dyads indicate that male family employees, especially sons of the CEO, display the highest OCB when altruistic leadership behavior is high, whereas daughters and other female family employees display consistently high OCB, confirming that employees’ experiences in family firms are simultaneously shaped by their kinship characteristics and gender.

So hard to say goodbye: impact of punitive supervision on turnover intention

Employee intention to quit a job stem from supervisory factors, highlighting the importance of punitive supervision in the work domain and the need to explore it as an antecedent. The existing literature has found a positive connection between a punitive supervision style and negative organisational outcomes, such as a high turnover rate and reduced productivity. Thus, the aim of the study is to investigate the direct and indirect impact of punitive supervision on employee turnover intention. Moreover, this study also examined the mediating role of workplace mobbing between punitive supervision and turnover intention. It also explores the moderating role of family motivation between punitive supervision and workplace mobbing. The data was collected using self-report survey questionnaires by utilising time lagged cross sectional study design from teachers working in different public and private universities. The software used for analysis was Process Macro by Hayes on actual sample of 401 employees. The findings supported our contention and verifying that the level of the indirect impact of punitive supervision on turnover intention through workplace mobbing is dependent upon the influence of employee's family motivation. We also found that the positive impact of punitive supervision on turnover intention through workplace mobbing decrease as family motivation increase. The theoretical and practical implications along with the direction for future studies are also discussed.

LABOUR MIGRATION FROM UKRAINE: ECONOMIC AND LEGAL WAYS OF COUNTERING

The main reasons of labour migration from Ukraine are analysed. It is emphasized that this process becomes a sign of danger for the socio and economic development of Ukraine. The refusal of citizens to work in Ukraine creates a threat to the formation of funds of the Pension Fund of Ukraine, and today the state doesn’t receive the revenues to the budgets, which are formed by the payment of personal income tax. It is emphasized that Ukraine should use the foreign experience and international standards of creation of proper working conditions for workers on the way to counter the labour migration. Such conditions include not only working conditions where occupational safety and hygiene is important, but also remuneration conditions, where fair remuneration must be calculated in the context of purchasing power, which effectively determines the access of workers and their families to social benefits. It is emphasized separately that hired labour has at least 3 interrelated goals. The first one is intended to create gross domestic product in the state and money circulation through trade in goods, works and services. The second one is aimed at physically restoring the working capacity of the worker and ensuring the vital needs of non-working members of the employee's family. The third one is aimed at restoring, stabilizing and developing the mental and social well-being of the employee and his or her family. The research proposes: a) to review, at the national level, the minimum living wage; b) normatively determine the coefficients of wage differentiation not only by the inter-qualification ratio but also by sectoral activities to take into account the professional needs of workers of different professions. The sectoral wage differentiation coefficient is to be paid by the employer at the expense of its wages and salaries. The actual costs of remuneration for work, taking into account the sectoral coefficient of wage differentiation, should be fixed in collective agreements and collective contracts. The primary level of counteraction to labour migration from Ukraine should be enterprises, institutions, organizations.

Сімейний бізнес, сім’я, бізнес-сім’я: окреслення сутностей у площині наукових досліджень

The article highlights the concepts of "family" and "business family" in the context of "family business" research as a phenomenon of the global business environment. Applying the macro and micro levels of analysis, the family is regarded as a specific and localized object in space and time. An attempt was made to outline the structure of the family (in a narrow and broad sense), which is based on family and marital relations, as well as to identify the totality of the characteristics that make up its essence.A number of leading overseas scholars seek to single out the business family as the primary unit of study of family business and search for its core characteristics, including: group emotions, moral consciousness, ethical behavior, culture and competencies. At the same time, the family, as part of the family business, has inherent negative phenomena that must be taken into account. These include: nepotism, asymmetric altruism, affluence, paternalism, presidential consolidation (usurpation of power).In the 3-Circle Model, in addition to other functional groups in the family business, we have identified a group of segments, namely 4, 6, 7, which form the functional group "business family" and represent family members who are owners, owners and directors, family employees who do not own property.Defining family business is one of the important issues in family business research. Although many attempts have been made to define, describe, summarize the term “family business”, it should be noted that there is still no conventional approach. Family business is interpreted by us as a dynamic adaptive system that self-realizes, is focused on the long-term prospect of development, professes family values, builds a reputation, provides for qualified succession, life-long learning, positions itself as a social institute, seeks to increase professionalism of business and efficiency a business family that controls property and is involved in running a business.

How Religious Goals Affect Family Cohesion, and Longevity, Employee Commitment, and Firm Performance through influencing Goals in Faith-led Family Business: The Role of Faith Led Organizational, Ethical, and Social Practices, and Religious Fluidity

How Religious Goals Affect Family Cohesion, and Longevity, Employee Commitment, and Firm Performance through influencing Goals in Faith-led Family Business: The Role of Faith Led Organizational, Ethical, and Social Practices, and Religious Fluidity

The Use of Flexible Work Arrangements and its Consequences: Lessons from Families in Business

The present study scrutinises the conditions and consequences of using flexible work arrangements (FWA) by examining a unique context: Individuals working in their family’s business which have easier access to FWA because of their entrepreneurial status and nepotistic privileges. This group faces less of the organizational constraints, that typically hinder employees taking advantage of FWA, and thus allows us to learn about the consequences of FWA use in full operation. Utilising representative data from the German Family Panel, our comparative analysis based on propensity score matching suggests that individuals working in their family’s business do indeed make greater use of FWA than those working in regular employment. Against common assumptions in the literature, we find higher workloads only for owner-managers but not for family employees. Further, families in business show no differences in how they divide household tasks compared to regular employed - yet they perceive that division to be fairer. This study thus introduces family ownership and kinship ties as important boundary conditions to existing theories on FWA, and it provides empirical data that suggests the need to revise commonly assumed consequences of FWA use.

Quantifying Family Business Owners' Attitudes towards Succession: Delving Deeper by Random Forests

Family businesses are the lifeblood of the economic growth of the nations. However, a large gap exists about the application of machine-learning algorithms such as Random Forests (RF) to the quantification of patterns, drivers, and interactions in the succession process of family businesses. The primary aim and novelty of this study lie in the quantification of variable importance based on machine-learning algorithms, and the differences among the characteristics of family businesses, family employees, and family business owners (FBOs) for multivariate responses. For this reason, a field study was carried out in family businesses in Sivas and Ardahan provinces. The questionnaire form created by the researchers was used in this study. In this research, RF classification model was applied. RF classification models of 17 response variables were constructed as a function of 32 predictors.Implications for Central European audience: Impacts of characteristics of FBOs, family businesses, and family employees on FBOs’ willingness to transfer to successors and preferences about the successor’s qualities were modelled. High-dimensional data were collected from 53 family business owners (FBOs) in two cities for a total of 49 variables. As a result, the domain of the FBOs’ characteristics was found to have a more profound impact on both FBO’s willingness to transfer to a successor and what successor’s qualities were most valued than did the domains of the family business and employee characteristics.

Is Mutual Fund Family Retirement Money Smart?

Using data on investments of fund family employees in their 401(k) plans, I show that employee flows predict fund performance up to two years. Moreover, employee flows lead flows of other investors, but not vice versa, further indicating that employee flows are smart. The predictive power of employee flows is stronger when fund family employees are located close to fund managers, pointing to employees exploiting their proximity to managers to learn about the managers’ skill or effort. The results do not appear to be driven by ownership changes of portfolio managers themselves, family cross-subsidization efforts, plan design, or employee sophistication.

Overcoming the Paternalistic Firm – Codetermined Family Businesses: A Paradox? Comparing Cases from Sweden and Germany

The purpose of this comparative case study is to understand codetermination in two family firms. Thereby, this study aims at exploring the role of employee-representatives in two non-listed family businesses. Empirically, this study draws on an interpretive case study of two family businesses. Its findings extend earlier research, by exploring and introducing the phenomenon of codetermination in the family business literature. Codetermination is explored with the perspective of paternalism as analytical lens. Theoretically, the study draws on the control-collaboration paradox which helps understanding the phenomenon of codetermination. The study reveals different types of codetermination, i.e., the works council and the board of directors. The implications of these types are highlighted and discussed. Findings highlight the need for professional governance structures in order to facilitate cooperation between family owners, the management, and employee representatives. Professional governance allows handling the paternalistic ideological underpinnings which can otherwise prevent continued firm success, leading to unsolved conflicts.

Relationship between long work hours and self-reported sleep disorders of non-shift daytime wage workers in South Korea: data from the 5th Korean Working Conditions Survey.

BackgroundStudies have investigated the relationship between long work hours and sleep disorders; however, they have focused on shift workers or specific workers who are at high risk of industrial accidents rather than wage workers in general. The purpose of this study is to investigate the effects of long work hours on sleep disorders among non-shift daytime wage workers.MethodsWe conducted a secondary analysis of data from the 5th Korean Working Conditions Survey. From the 50,205 total participants, we included 26,522 non-shift daytime wage workers after excluding self-employed people, business owners, unpaid family employees, and wage workers who work nights and shifts. Sleep disorders were categorized into “difficulty in falling asleep,” “frequent waking,” and “waking up with fatigue.” Logistic regression analysis was used to evaluate the influence of long work hours on sleep disorders, and the odds ratios (ORs) were calculated.ResultsThe OR of working > 52 hours per week was 1.183 (95% confidence interval [CI]: 1.002–1.394) for the risk of developing insomnia compared with working ≤ 40 hours per week. The OR of waking up with fatigue was 1.531 (95% CI: 1.302–1.801). Long work hours showed no significant relationship with difficulty in falling asleep or with frequent waking.ConclusionsWorking for extended hours was associated with increased fatigue upon waking in non-shift daytime wage workers.

Забезпечення справедливої винагороди персоналу на рівні інституційного регулювання та нr-менеджменту

Обґрунтовано, що забезпечення справедливої винагороди персоналу вимагає консолідації інституційної сфери механізму державного регулювання (профспілкових організацій як юридично встановлених структур захисту прав працівників; органів державної влади, які через створення умов бізнес-середовища та регламентацію концептуальних засад управління персоналом мотивують роботодавців до відповідних кроків) та HR-менеджменту (роботодавців як суб’єктів господарювання). Деталізовано процес забезпечення справедливої винагороди персоналу за інституційним, функціональним, ресурсним забезпечення, управлінським інструментарієм та поточними управлінськими діями. Охарактеризовано механізм нової системи мотивації та оплати праці персоналу, що включає: диференціацію персоналу; проведення оцінювання посад працівників; вибір системи оплати праці, її форм, видів; вибір системи додаткових пільг і нематеріальної мотивації; формування структури компенсаційних пакетів.

The Effects of Spiritual Leadership in Family Firms: A Conservation of Resources Perspective

Drawing from conservation of resources theory, we theorize that spiritual leadership serves as both a resource to enhance employees’ organizational commitment and a passageway to mitigate the negative effects of work–family conflict. Using primary triadic data from leaders, family employees, and nonfamily employees in 77 family firms, results support our theorizing that organizational commitment is enhanced by spiritual leadership but is decreased by work–family conflict. Contrary to theory, however, spiritual leadership exacerbated the negative effects of work–family conflict. Further analysis reveals that family and nonfamily employees respond differently to leadership and work–family stressors. While spiritual leadership has positive effects for family employees, it has negative effects for nonfamily employees experiencing high work–family conflict.

Antecedents and outcomes of bifurcated compensation in family firms: A multilevel view

Through a multilevel view, this article challenges the dominant assumption in the literature suggesting that family employees will receive more compensation than their non-family peers, which will violate the latter group justice perceptions and will lead them to lower their inputs to retrieve equity. We start by discussing how competing socioemotional priorities combine with the degree of collectivism at the societal level to affect which group will bifurcated compensation favor. We suggest that embeddedness in a collectivist culture will generate a strong desire and a moral obligation to cater to the financial well-being of family members, hence leading to bifurcated compensation favoring family employees. In individualist cultures, however, the family will accord high importance to achieving family prominence, which leads to bifurcated compensation favoring non-family employees. Moving forward, we discuss how nepotism types shape the effect of bifurcated compensation on the under-privileged group work inputs and how this relationship is moderated by the extent of power distance embedded in society. Theoretical and empirical implications are discussed at the end of the paper.

Implikasi Erupsi Gunung Agung Terhadap Sosial Ekonomi Pelaku Pariwisata di Kelurahan Ubud, Kecamatan Ubud, Kabupaten Gianyar,Bali


 
 
 
 Mount Agung eruption has a significant influence on the tourism sector. The tourism sector becomes the main sector of the Ubud community. This study aims to determine the implications of Mount Agung eruption on socio- economic tourism actors in the village of Ubud in the accommodation and restaurant business. This research is important to do because it is useful for tourism actors who are directly involved in the tourism sector so that it can deal with natural phenomena that unpredictable events occur.
 The research method in this report is using qualitative and quantitative data types. Sources of data used are primary and secondary data. Data collection techniques used are observation, interview, and documentation. Informant determination technique used is purposive sampling. Data analysis used is descriptive qualitative. The first thing to do is to observe for social phenomena and then to categorize the information obtained, then explain the categorization, then explain the categorization relationship and draw the general conclusion.
 The results of this research indicate that the implications of the Gunung Agung eruption on socio-economic tourism actors in Ubud Village include occupation of accommodations, restaurant visits, shortening employee work hours, employee income, employee welfare, family employee education investment, additional employee work that work in accommodation restaurant business.
 
 
 
 
 
 Keywords: Implication of Eruption, Social Economy, Tourism Actors