Are family businesses more gender inclusive in leadership succession today? A perspective article

IF 3.6 Q2 MANAGEMENT
Cristina Alvarado-Alvarez, Martin C. Euwema
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引用次数: 0

Abstract

Purpose

Through this exploration, this article seeks to contribute to facilitate a greater female participation in power and leadership positions in the context of succession by presenting perspectives in research and practical implications for both family firms and business families.

Design/methodology/approach

Literature review of seminal work on women’s involvement in the leadership succession of family firms and systematic reviews related to the topic published in the last 15 years.

Findings

Past research shows that the landscape of gender inclusion in the context of succession has evolved, offering women more access to leadership positions in family firms. Perceptions of women as invisible in business or playing emotional roles in the family, shifted to leaders, managing family business. However, access to leadership positions is not equitable to all regions and women leaders still face significant challenges to achieve legitimacy and recognition inside and outside the organisation. Future research should contribute to the enhancement of gender inclusion in leadership of family firms. Action research and interventions in both family firms and business families are ways to achieve this.

Originality/value

This paper elaborates on new research avenues and provides practical insights into how to enhance gender inclusion in the context of succession at both business family and family firm’s realms.

如今,家族企业在领导层继任方面是否更具性别包容性?透视文章
设计/方法/途径对过去 15 年中发表的有关女性参与家族企业领导层继任的开创性工作以及与该主题相关的系统性综述进行文献综述。研究结果过去的研究表明,继任背景下的性别包容状况已经发生变化,女性有更多机会担任家族企业的领导职务。过去人们认为女性在企业中是隐形的,或者在家族中扮演情感角色,现在则转变为管理家族企业的领导者。然而,并非所有地区都能公平地获得领导职位,女性领导者在获得组织内外的合法性和认可方面仍面临巨大挑战。未来的研究应有助于提高家族企业领导层的性别包容性。本文阐述了新的研究途径,并就如何在企业家族和家族企业的继承背景下加强性别包容性提供了实用的见解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.50
自引率
33.30%
发文量
51
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