Justice in Compensation; Family vs. Non-family Business HR Issues
| dc.contributor.author | Yazıcı, Ömer | |
| dc.date.accessioned | 2024-10-04T19:05:32Z | |
| dc.date.available | 2024-10-04T19:05:32Z | |
| dc.date.issued | 2020 | |
| dc.department | Bayburt Üniversitesi | en_US |
| dc.description.abstract | Purpose – Present study aims to shed light on some of the HR issues of family businesses, includingorganizational justice, pay satisfaction, and turnover intentions of family business employeescompared to non-family business employees.Design/methodology/approach – 301 family and non-family business workers from USA weresurveyed. Regression analysis used to test the relationships and MANOVA was used to testdifference between groups.Findings – Results show that while family business employees are less satisfied with benefitpackages, their distributive justice perceptions, pay perceptions, and turnover intentions are notsignificantly different from non-family employees’. Furthermore, moderation analysis reveals thatfamily involvement does not significantly change the relationship level between distributive justice,pay perceptions and turnover intentions.Discussion – According to our results family business managers should be careful with benefitpackages and pay attention to keep a just environment to prevent possible increased turnover.Furthermore, family business managers should keep familiness impact under control so that it doesnot reach to a significant level to impact justice perceptions and turnover intentions. While familybusiness literature is developing constantly, non-family employee issues, particularly blue-collarworker issues are very limited. This study showed that family businesses are neither good nor badregarding blue-collar employee HR issues and family and non-family business employees are notdifferent in their justice perceptions. This valuable contribution should lead researchers to seekadditional constructs to evaluate causes of family firm HR issues. | en_US |
| dc.identifier.doi | 10.20491/isarder.2020.935 | |
| dc.identifier.endpage | 1667 | en_US |
| dc.identifier.issn | 1309-0712 | |
| dc.identifier.issue | 2 | en_US |
| dc.identifier.startpage | 1655 | en_US |
| dc.identifier.trdizinid | 378525 | en_US |
| dc.identifier.uri | https://doi.org/10.20491/isarder.2020.935 | |
| dc.identifier.uri | https://search.trdizin.gov.tr/tr/yayin/detay/378525 | |
| dc.identifier.uri | http://hdl.handle.net/20.500.12403/4466 | |
| dc.identifier.volume | 12 | en_US |
| dc.indekslendigikaynak | TR-Dizin | en_US |
| dc.language.iso | en | en_US |
| dc.relation.ispartof | İşletme Araştırmaları Dergisi | en_US |
| dc.relation.publicationcategory | Makale - Ulusal Hakemli Dergi - Kurum Öğretim Elemanı | en_US |
| dc.rights | info:eu-repo/semantics/openAccess | en_US |
| dc.title | Justice in Compensation; Family vs. Non-family Business HR Issues | en_US |
| dc.type | Article | en_US |
