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    The determinants of non-family employees' turnover intentions in family firms
    (Inderscience Enterprises Ltd, 2023) Yazici, Omer; Memili, Esra; Patel, Pankaj C.; Ramadani, Veland
    While research on the organisational behaviour and HRM (i.e., organisational identification, justice, commitment, and turnover intentions) in family business contexts has been advancing, the empirical investigation of non-family employees' perceptions is still scarce. Drawing upon family business-influenced literature and organisational identification, justice, and commitment theories, we explore the determinants of non-family employees' turnover intentions. Specifically, we examine the impact of non-family employees' family firm identification and perceived justice on family firm commitment, in turn affecting turnover intentions. Furthermore, we examine the moderation effects of perceived family influence on these links. Our findings demonstrate that non-family employees' family firm identification and perceived justice positively affect their family firm commitment, which in turn lowers turnover intentions. While family firm commitment mediates the relationship between family firm identification and turnover intentions, perceived family influence moderates the mediation effects of family firm commitment between family firm identification and turnover intentions.
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    Non-family Employees in Family firms and Turnover Intentions: The Relevance of Identification and Justice Perceptions
    (Walter De Gruyter Gmbh, 2022) Yazici, Omer; Memili, Esra; Patel, Pankaj
    Many family firms hire and rely on non-family employees; therefore, the mutual benefits provided to both family and non-family members are important. Yet, the perspectives of non-family employees have been under researched. Drawing upon organizational identity and justice theories and the extant literature on family influence, this study examines non-family employees' perceived family influence, family firm identification, family firm justice, and turnover intentions in a sample of 301 family business non-family employees. Path analysis results show that non-family employees' perceived family influence can lead to family firm identification, in turn diminishing their turnover intentions. We also find that non-family employees' perceptions of family firm justice moderate the relationship between non-family employees' perceived family influence and family firm identification. We conclude by discussing implications.