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Beyond entrepreneurial failure: Framing failure in the context of family business succession
AbstractEntrepreneurial failure in the business creation context has received increasing attention over the past 2 decades. However, family business succession failure remains largely unexplored. Accordingly, the aim of this research is to understand the meaning of failure during family succession by proposing a typology of failure adapted to this context. A longitudinal qualitative study was conducted over six years with seven Tunisian family businesses, involving 54 interviews, mainly with their incumbent and successor. The main results highlight diverse perceptions of failure among successors, incumbents and other stakeholders. The findings also demonstrate that the family dimension must be considered to better understand business succession failure.
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Dynamique des conflits, contexte et structures familiales dans la succession : une étude exploratoire sur des PME tunisiennes
This research aims to understand the dynamics of conflicts in a process of family succession, by introducing in the analysis the role played by the family structures and their context. A longitudinal qualitative study over four years is conducted with five Tunisian family businesses. The results first show the crucial role of the family structure, in particular the paradoxical place of the father, sometimes a source of authority and stability, sometimes at the heart of the conflict with the successors given his inability to let go. The socio-cultural context and religion also play an important role in the dynamics of conflict.
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Social skills in family business succession: going beyond economic-centred goals
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CEO successions in times of decline and prosperity: restoring aspiration and performance implications in family firms
Purpose The aim of this paper is to develop and test a behavioral theory of chief executive officer (CEO) succession and its performance consequences in family firms. Building upon performance feedback and slack research, the study hypothesizes that the effect of selecting a non-family outsider CEO on post-succession firm performance is contingent upon pre-succession firm performance aspirations level and the available slack resources. Design/methodology/approach The hypotheses are tested using a panel of 430 CEO successions in Italian family firms. Findings The findings show that a non-family outsider CEO is particularly valuable when performance resides far below aspiration levels, and there is a high availability of slack resources. Originality/value The study provides novel insights of the benefits and drawbacks of selecting non-family outsider CEOs offering behavioral-based theoretical explanations of performance consequences of CEO successions.
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Transgenerational entrepreneurship in family firms: a configurational approach
The aim of this research is to understand why some family firms perform better than others. To do so different configurations are identified based on familiness resources such as human, social, and financial capital, as well as the degree of entrepreneurial orientation that are considered to impact family firms’ performance and transgenerational survival. We test our theoretical contention on a sample of 1,344 family firms from 21 countries through fuzzy-set qualitative comparative analysis. Our main findings suggest that there are several configurations of resources and entrepreneurial orientation that increase the level of family firm performance. In three out of the seven main configurations, family firm specific resources alone lead to better financial performance, while the other four rely on entrepreneurial orientation combined with family firm specific resources. All identified configurations relate to different degrees of family involvement and thus emphasize the heterogeneity of family firms and their paths to financial performance.
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Dynamics of Conflicts in Family Firms: Towards a Non-Linear Approach to the Succession Process
The succession process can be a traumatic event in the life cycle of a family firm and is usually characterised by an increased interest towards the firm of the successor accompanied by a progressive disengagement of the predecessor. Drawing on five longitudinal case studies of Tunisian family firms examined from 2016 to 2019, we investigated the sequential and dynamic nature of this process, focusing on the conflicts among family members involved in the process. The main findings suggest that professional and family-related conflicts can lead to excessive tensions between the involved parties, which can result in failure of the succession process. Moreover, specific contingency factors, such as tragic events, can positively or negatively trigger deviation from the succession process path.
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Impact of successors' social skills in family firms
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