Employees’ organizational preferences: A study on family businesses

Kuruppuge, Ravindra Hewa; Gregar, Aleš

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 Scopus Sources, 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]
dc.rights	Attribution 3.0 Unported
dc.rights.uri	https://creativecommons.org/licenses/by/3.0/
dc.rights.access	openAccess
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
utb.fulltext.projects	IGA/FaME/2016/001