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首页> 外文期刊>Journal of Business Research >Family firm human resource practices: Investigating the effects of professionalization and bifurcation bias on performance
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Family firm human resource practices: Investigating the effects of professionalization and bifurcation bias on performance

机译：家族企业的人力资源实践：调查专业化和分歧对绩效的影响

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摘要

Although human resource (HR) professionalization can increase family firm performance through the reduction of moral hazard and adverse selection agency problems, it may introduce a unique agency problem into the family firm: the perception of organizational injustice. As such, our research suggests that the success of HR professionalization is contingent upon how family and nonfamily employees are treated within the firm. Specifically, when bifurcation bias-the asymmetric treatment of family and nonfamily employees-exists, the financial benefits of HR professionalization diminish due to a perceived inequity of treatment within the family firm. Primary survey data collected from CEOs of 123 family firms support the positive relationship between FIR professionalization and financial performance. Results further demonstrate that bifurcated monitoring of family and nonfamily employees restricts the professionalization-performance relationship, while equal monitoring strengthens the relationship. The findings illuminate HR professionalization and bifurcation bias as unique sources of heterogeneity in family firms.
机译：尽管人力资源（HR）专业化可以通过减少道德风险和逆向选择代理问题来提高家族企业的绩效，但它可能会给家族企业引入一个独特的代理问题：对组织不公的看法。因此，我们的研究表明，人力资源专业化的成功取决于公司内部对待家庭和非家庭雇员的方式。具体来说，当存在分叉偏差（家庭和非家庭雇员的不对称待遇）时，由于家族企业内部的待遇不平等，人力资源专业化的财务收益将减少。从123家家族企业的首席执行官那里收集的主要调查数据支持FIR专业化与财务绩效之间的正相关关系。结果进一步表明，对家庭和非家庭雇员的分叉监控限制了专业化绩效关系，而平等监控则加强了这种关系。这些发现阐明了人力资源专业化和分歧倾向是家族企业异质性的独特来源。

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