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dc.contributor.authorSiebert, W. Stanleyen_US
dc.contributor.authorPeng, Feien_US
dc.contributor.authorMaimaiti, Yashengen_US
dc.date.accessioned2011-10-14en_US
dc.date.accessioned2011-11-23T11:42:26Z-
dc.date.available2011-11-23T11:42:26Z-
dc.date.issued2011en_US
dc.identifier.piurn:nbn:de:101:1-201108152066en_US
dc.identifier.urihttp://hdl.handle.net/10419/52029-
dc.description.abstractThis paper analyses HRM practices of family-run workplaces using the 2004 WERS. Family-ownership and management within workplaces in the corporate sector is our focus. This family-run group represents nationally about 26% of workplaces and 14% of employment. We find that employees in this group have stronger feelings of job security and loyalty, which we relate to family companies' HRM practices such as stronger support for long-term employment - an inclusivity linked to long-term orientation. We also find that family-owned and managed workplaces have better financial and quality performance measures than non-family, to which family-related HRM practices contribute.en_US
dc.language.isoengen_US
dc.publisherIZA Bonnen_US
dc.relation.ispartofseriesDiscussion paper series // Forschungsinstitut zur Zukunft der Arbeit 5899en_US
dc.subject.jelJ01en_US
dc.subject.jelL26en_US
dc.subject.jelM54en_US
dc.subject.ddc330en_US
dc.subject.keywordHRM practicesen_US
dc.subject.keywordfamily businessen_US
dc.subject.keywordloyaltyen_US
dc.subject.keywordjob securityen_US
dc.subject.keywordfinancial performanceen_US
dc.titleHRM practices and performance of family-run workplaces: Evidence from the 2004 WERSen_US
dc.typeWorking Paperen_US
dc.identifier.ppn669990884en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US
Appears in Collections:IZA Discussion Papers, Forschungsinstitut zur Zukunft der Arbeit (IZA)

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