Open this publication in new window or tab >>2024 (English)In: The Journal of Family Business Strategy, ISSN 1877-8585, E-ISSN 1877-8593, Vol. 15, no 4, article id 100634Article in journal (Refereed) Published
Abstract [en]
Limited anecdotal and empirical evidence suggests that family ownership status – whether a company is family-owned or publicly held – may influence job seekers’ intentions to apply. Drawing from the theory of person-organization fit and utilizing qualitative comparative analysis (QCA), we conducted an exploratory study analyzing survey data from 756 senior-level job seekers in Switzerland. Our analysis identified distinct cohorts of job seekers who consistently applied to family-owned versus non-family-owned companies. We discovered two profiles of applicants who seem to favor family employers: Fulfillment Seekers and Reward Seekers. Despite their differences, both profiles share an intrinsic need for praise. In contrast, we identified one profile of non-family firm applicants, Hero Followers, who prioritize neither praise nor pride but have a strong desire to work for an admired superior – the very thing Fulfillment Seekers and Reward Seekers deprioritize. Our findings suggest that distinct groups of job seekers are motivated by different reward combinations: Pay, Perks, Personas, Pride, which they expect to find in either family or non-family companies. Family firms could benefit from emphasizing these rewards in their recruitment processes, compensation schemes, and employer branding strategies.
Place, publisher, year, edition, pages
Elsevier, 2024
Keywords
Employer Branding, Family Business, Person-Organization Fit, Qualitative Comparative Analysis (QCA)
National Category
Business Administration
Identifiers
urn:nbn:se:hj:diva-66310 (URN)10.1016/j.jfbs.2024.100634 (DOI)001322581000001 ()2-s2.0-85204566272 (Scopus ID)HOA;intsam;975160 (Local ID)HOA;intsam;975160 (Archive number)HOA;intsam;975160 (OAI)
2024-09-302024-09-302024-10-14Bibliographically approved