This paper examines gender differences in organizational performance after a business succession process in family firms considering social and liberal feminist theories. We use OLS regressions with data from German-speaking European countries to analyse how male and female family business successors perform in terms of the objective and subjective performance indicators of sales, employees, sales per employee, growth prospects regarding sales growth, market share growth, overall return growth, equity ratio growth, innovation, and satisfaction scale. We observe that business succession is gendered. Female successors realize revenues equal to those of the male successors but employ, on average, significantly more employees. For the productivity index of sales per employee, we observe that female successors realize a lower productivity compared to men. The subjective performance indicators of growth prospects and satisfaction scale show no gender differences in terms of business succession. We discuss these differences in terms of gender discrimination and the gendered perception of performance to provide unbiased explanatory approaches. We deny the female underperformance hypothesis and show that women are equally capable of managing the business transfer in family business successfully. The results underline the need for an increased consideration of female company successors to close the succession gap.
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