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

被引：17

作者：

Madison, Kristen ^{[1
]}

Eddleston, Kimberly A. ^{[2
]}

Kellermanns, Franz W. ^{[3
,4
]}

Powell, Gary N. ^{[5
]}

机构：

[1] Oklahoma State Univ, Stillwater, OK 74078 USA

[2] Northeastern Univ, Boston, MA 02115 USA

[3] Univ North Carolina Charlotte, Charlotte, NC USA

[4] WHU Otto Beisheim Sch Management, Vallendar, Germany

[5] Univ Connecticut, Storrs, CT USA

来源：

FAMILY BUSINESS REVIEW | 2021年 / 34卷 / 03期

关键词：

relational demography; organizational citizenship behavior; kinship; gender; EXPLAINING SEX-DIFFERENCES; LEADER-MEMBER EXCHANGE; SOCIAL IDENTITY THEORY; TRANSFORMATIONAL LEADERSHIP; EVOLUTIONARY PSYCHOLOGY; RELATIONAL DEMOGRAPHY; SPIRITUAL LEADERSHIP; BUSINESS SUCCESSION; STEWARDSHIP; PERFORMANCE;

D O I：

10.1177/08944865211008062

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

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.

引用

页码：270 / 295

页数：26

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