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Configurational patterns of human resource practices in the family-business systems: a multiple case study in China

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Listed:
  • Shimei Yan

    (Zhejiang University)

  • Gang Zhang

    (Zhejiang University)

Abstract

From the holistic perspective of the family-business duality, this study investigates what and how configurational patterns of human resource (HR) practices emerge from the interaction of family system-oriented and business system-oriented HR practices in the family-business systems in China. Results from a configurational approach using qualitative data from nine well-developed Chinese family businesses reveal three patterns of HR practices with corresponding integration logics: paternalism-oriented HR practices with permeation logic, accountability-oriented HR practices with compensation logic, and ownership-oriented HR practices with complementation logic. The findings indicate that these HR configurations within the family-business systems have their own characteristics that are largely different from those in the business systems. This study contributes to the configurational theories of HR systems and the HR research in family businesses.

Suggested Citation

  • Shimei Yan & Gang Zhang, 2023. "Configurational patterns of human resource practices in the family-business systems: a multiple case study in China," Asian Business & Management, Palgrave Macmillan, vol. 22(5), pages 2029-2055, November.
    • Handle: RePEc:pal:abaman:v:22:y:2023:i:5:d:10.1057_s41291-023-00239-0
    DOI: 10.1057/s41291-023-00239-0
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    References listed on IDEAS

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    4. Chrisman, James J. & Chua, Jess H. & Litz, Reginald, 2003. "A unified systems perspective of family firm performance: an extension and integration," Journal of Business Venturing, Elsevier, vol. 18(4), pages 467-472, July.
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