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Employees’ organizational preferences: A study on family businesses

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dc.title Employees’ organizational preferences: A study on family businesses en
dc.contributor.author Kuruppuge, Ravindra Hewa
dc.contributor.author Gregar, Aleš
dc.relation.ispartof Economics and Sociology
dc.identifier.issn 2071-789X OCLC, Ulrich, Sherpa/RoMEO, JCR
dc.date.issued 2018
utb.relation.volume 11
utb.relation.issue 1
dc.citation.spage 255
dc.citation.epage 266
dc.type article
dc.language.iso en
dc.publisher Centre of Sociological Research
dc.identifier.doi 10.14254/2071-789X.2018/11-1/17
dc.relation.uri http://www.economics-sociology.eu/?568,en_employee%E2%80%99s-organizational-preferences-a-study-of-family-businesses
dc.subject employee behavior en
dc.subject family business en
dc.subject organizational preference en
dc.subject person-organization fit theory en
dc.subject Sri Lanka en
dc.description.abstract Favouring family members, family businesses are often labelled as ‘traditional’ in technology, ‘conventional’ in business focus, ‘less energetic’ in development and ‘less exciting’ in change. Yet, the choice of potentially having a non-family employee to work in a family firm is critical and the career path of such employees is often uncertain. Accordingly, this study focuses on identifying and examining the factors behind organizational preferences of non-family employees working in family businesses in Sri Lanka. The survey data covering 145 employees working in 15 privately held family businesses were analyzed using descriptive statistics and stepwise logistic regressions. The results indicate a negative influence of the marital status of the employees and also in the degree of personal rewards whilst job status, the labor market experience, influence from family members and recognition in business from the society have shown a positive effect on being employed in family business as a non-family employee. © 2018, Centre of Sociological Research. All rights reserved. en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1007884
utb.identifier.obdid 43878028
utb.identifier.scopus 2-s2.0-85045108245
utb.identifier.wok 000429527900018
utb.source j-scopus
dc.date.accessioned 2018-04-23T15:01:50Z
dc.date.available 2018-04-23T15:01:50Z
dc.description.sponsorship Internal Grant Agency of FaME TBU [IGA/FaME/2016/001]
utb.contributor.internalauthor Kuruppuge, Ravindra Hewa
utb.contributor.internalauthor Gregar, Aleš
utb.fulltext.affiliation Rvindra Hewa Kuruppuge, Ales Gregar Ravindra Hewa Kuruppuge, Tomas Bata University in Zlin, Zlin, Czech Republic, E-mail: kuruppuge@yahoo.com Ales Gregar, Tomas Bata University in Zlin, Zlin, Czech Republic, E-mail: gregar@fame.utb.cz
utb.fulltext.dates Received: September, 2017 1st Revision: December, 2017 Accepted: January, 2018
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utb.fulltext.sponsorship The Authors of this article is grateful to the Internal Grant Agency of FaME TBU No. IGA/FaME/2016/001: Enhancing Business Performance through Employees’ Knowledge Sharing, for financial support to carry out this study.
utb.wos.affiliation [Kuruppuge, Ravindra Hewa; Gregar, Ales] Tomas Bata Univ Zlin, Zlin, Czech Republic
utb.scopus.affiliation Tomas Bata University in Zlin, Zlin, Czech Republic
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