Document Type
Article
Publication Date
5-1-2007
Abstract
This paper proposes a research initiative to investigate the factors that may inhibit women from entering their family’s business in a managerial or decision making capacity. Based on a review of the literature\, very few women become successors in family firms. In 1994 only 2% of CEO’s in family businesses were female. Yet\, despite the abundance of literature on succession in family businesses\, few studies have examined the experience of daughters of family business owners. Some literature investigates the experience of daughters who have entered their family’s business\, but research on daughters who have not entered their family’s business is negligible. Family businesses are known to be complex systems that generally do not survive past the first generation. Information from this study could reveal positive and negative practices that may ultimately contribute to the success or failure of the business. Basing our model on Ajzen’s Theory of Planned Behavior (1991) we examine the influences of behavior beliefs\, subjective norm\, self-efficacy\, identity\, and observational learning on the decision making process of offspring to enter\, or not enter\, the family-business.,Doctorate of Management Programs
Keywords
Family-owned business enterprises
Rights
© The Author(s). Kelvin Smith Library provides access for non-commercial, personal, or research use only. All other use, including but not limited to commercial or scholarly reproductions, redistribution, publication or transmission, whether by electronic means or otherwise, without prior written permission is strictly prohibited.
Department/Center
Design & Innovation
Recommended Citation
Kessler Overbeke, Kathyann, "Choice, Gender, and Succession in the Family Business" (2007). Student Scholarship. 636.
https://commons.case.edu/studentworks/636