Es ist ein neues Special Issue des German Journal of Human Resource Management (GHRM) zum Thema „HRM in Family Firms“ erschienen (Volume 33 Issue 3). Im August 2019 gibt es freien Zugang zu allen Artikeln.
HRM in Family Firms Special Issue Editors:
Christina Hoon, Bielefeld University, Germany, Andreas Hack, University of Bern, Switzerland, and Witten/Herdecke University, Witten Institute for Family Business, Germany, Franz W. Kellermanns, University of North Carolina at Charlotte, USA, and WHU, Germany
Advancing knowledge on human resource management in family firms: An introduction and integrative framework
Christina Hoon, Andreas Hack and Franz W. Kellermanns
Recruitment practices under scrutiny: A latent-profile analysis of family firms’ approaches to recruit non-family employees
Rouven Kollitz, Sascha Ruhle and Stefan Süß
Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate
Huseyin Arasli, Hasan Evrim Arici and Nagihan Çakmakoğlu Arici
Organizational antecedents of firms’ adoption of strategic human resource practices: Toward a reconciliation of CEO perceptions and family influence
Chiung-Wen Tsao, Yi-Hsien Wang, Shyh-Jer Chen and Miao-Ju Wang
Managing non-family talent: Evidence from German-speaking regions
Katharina Harsch and Marion Festing
Social capital drives SMW growth: A study of family firms in Poland
Andrzej Marjański, Łukasz Sułkowski, Justyna Marjańska-Potakowska and Katarzyna Staniszewska
Over the last decades, HRM has received increasing attention in family business scholarship. However, works on HRM in the context of family firms remain relatively low as compared to the more general body of studies on human resource management. This Special Issue of the German Journal of Human Resource Management (GHRM) discusses facets of how family firms configure HRM and set HR practices. It contributes to developing family business HRM scholarship further by offering the HR system framework, by suggesting directions for future research and by advancing our conceptual and empirical understanding of HRM in the context of family firms.