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Hierarchical Dyadic Congruence in Family Firms: The Interplay of Supervisor and Supervisee Socioemotional Wealth Importance and Familial Status

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  • Giovanna Campopiano
  • Emanuela Rondi

Abstract

We extend McLarty, Vardaman, and Barnett’s analysis of how family firm supervisor attributes, in terms of familial status and socioemotional wealth importance, affect supervisee performance by considering the supervisee attributes. We further integrate the concept of restricted and generalized social exchange to provide a theoretical basis for how hierarchical dyadic (in)congruence moderates the relationship between supervisee commitment and performance. By providing a more fine-grained conceptualization, we contribute to the family business literature at its organization behavior interface.

Suggested Citation

  • Giovanna Campopiano & Emanuela Rondi, 2019. "Hierarchical Dyadic Congruence in Family Firms: The Interplay of Supervisor and Supervisee Socioemotional Wealth Importance and Familial Status," Entrepreneurship Theory and Practice, , vol. 43(2), pages 322-329, March.
    • Handle: RePEc:sae:entthe:v:43:y:2019:i:2:p:322-329
    DOI: 10.1177/1042258718796075
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    References listed on IDEAS

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    1. David L. Deephouse & Peter Jaskiewicz, 2013. "Do Family Firms Have Better Reputations Than Non-Family Firms? An Integration of Socioemotional Wealth and Social Identity Theories," Journal of Management Studies, Wiley Blackwell, vol. 50(3), pages 337-360, May.
    2. Long, Rebecca G. & Mathews, K. Michael, 2011. "Ethics in the Family Firm: Cohesion through Reciprocity and Exchange," Business Ethics Quarterly, Cambridge University Press, vol. 21(2), pages 287-308, April.
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    4. James M. Vardaman & David G. Allen & Bryan L. Rogers, 2018. "We Are Friends but Are We Family? Organizational Identification and Nonfamily Employee Turnover," Entrepreneurship Theory and Practice, , vol. 42(2), pages 290-309, March.
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    8. Alan L. Carsrud, 2006. "Commentary: “Are We Family and Are We Treated as Family? Nonfamily Employees’ Perceptions of Justice in the Family Firm†: It All Depends on Perceptions of Family, Fairness, Equity, and Justice," Entrepreneurship Theory and Practice, , vol. 30(6), pages 855-860, November.
    9. Benjamin D. McLarty & James M. Vardaman & Tim Barnett, 2019. "Congruence in Exchange: The Influence of Supervisors on Employee Performance in Family Firms," Entrepreneurship Theory and Practice, , vol. 43(2), pages 302-321, March.
    10. Sciascia, Salvatore & Mazzola, Pietro & Kellermanns, Franz W., 2014. "Family management and profitability in private family-owned firms: Introducing generational stage and the socioemotional wealth perspective," Journal of Family Business Strategy, Elsevier, vol. 5(2), pages 131-137.
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    Cited by:

    1. Rondi, Emanuela & Überbacher, Ruth & von Schlenk-Barnsdorf, Leopold & De Massis, Alfredo & Hülsbeck, Marcel, 2022. "One for all, all for one: A mutual gains perspective on HRM and innovation management practices in family firms," Journal of Family Business Strategy, Elsevier, vol. 13(2).
    2. Thomas M. Zellweger & James J. Chrisman & Jess H. Chua & Lloyd P. Steier, 2019. "Social Structures, Social Relationships, and Family Firms," Entrepreneurship Theory and Practice, , vol. 43(2), pages 207-223, March.
    3. Jan-Philipp Ahrens & Andrea Calabrò & Jolien Huybrechts & Michael Woywode, 2019. "The Enigma of the Family Successor–Firm Performance Relationship: A Methodological Reflection and Reconciliation Attempt," Entrepreneurship Theory and Practice, , vol. 43(3), pages 437-474, May.
    4. Scholes, Louise & Hughes, Mathew & Wright, Mike & De Massis, Alfredo & Kotlar, Josip, 2021. "Family management and family guardianship: Governance effects on family firm innovation strategy," Journal of Family Business Strategy, Elsevier, vol. 12(4).

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