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Family and work life have always been interdependent, because the increased employment of mothers, rising family hours of work, today’s service-intensive globalizing economy, and the trend toward work long hours for some and inadequate family income for the others have rendered this interdependence both more visible and more problematic. The extent to which an individual carries out their duties and responsibilities at work and home varies from one person to the other and how they balance up their roles and duties can be determined by a number of factors which include job-related factors, family-related factors, and individual factors.

A total of 255 married participants were randomly selected from the private sector, which includes banks, insurance companies, and telecommunication firms, in Ilorin, Kwara State, Nigeria. Data was elicited through the use of questionnaires as well as interview.

Findings from the chi-squared analysis used for this study showed that there is a significant relationship between work obligation and family commitment among couples in Ilorin, Kwara State, Nigeria.

One limitation of this study was that it was concentrated only on workers in the private sector. It was also limited by the methods of carrying out the research. The study emphasizes proper planning and time management, effective work schedule as well as an analysis of factors affecting work performance particularly, family duties, and how these affect the level of performance of individuals in their respective places of work.

This paper aims to explore the impact of family ownership, and family commitment on employees' organizational identification (EOI) with Chinese family firms, and to test the mediating effect of corporate social responsibility (CSR) on this relationship.

The result reveals that family commitment positively influences employees’ organizational identification (EOI) with Chinese family firms. It is also shown that insiders’ responsibility (i.e. investors’ and employees’ responsibility) and public responsibility (i.e. community responsibility) positively influence EOI, and partially mediate the relationship between family commitment and EOI with Chinese family firms. In addition, the result indicates that family ownership positively influences insiders’ responsibility (i.e. investors’, and employees’ responsibility), outsiders’ responsibility (i.e. consumers’ responsibility), environmental responsibility and legal and ethical responsibility, and family commitment positively moderates the relationship between family ownership and insiders’ responsibility (i.e. investors’ and employees’ responsibility), outsiders’ responsibility (i.e. partners’ and consumers’ responsibility) and public responsibility (i.e. environmental responsibility) in Chinese family firms.

This study is the first to examine empirically the relationship between family involvement (i.e. family ownership, family commitment) and EOI from the viewpoint of CSR in Chinese family firms. The study contributes to the understanding of the relationship between family involvement and EOI, as well as the understanding of the influence of CSR on EOI with Chinese family firms.

The purpose of this paper is to determine the elements of family-centric non-economic goals, such as socioemotional wealth (SEW) of family business owners, that drive family commitment. The empirical study further tests whether such relationships are impacted by the aspect of ownership, that is, who controls the firm: founder generation or subsequent generation of owner managers.

Deploying the SEW and stakeholder theories, this study proposes a conceptual link between soecioemotional wealth dimensions and family commitment. The study is based on a survey of 357 private family firms in Bangladesh involved in manufacturing ready-made garments. The respondents are all in senior-level management positions in their respective firms and are members of the dominant owning family.

Prior to considering the moderating effect of controlling generation, the results indicate that four out of five FIBER dimensions of SEW affect family commitment, except for binding social ties. The study also finds that when a comparison is made between the founder generation and the subsequent generation of family firm managers, it is the latter that manifests significantly higher levels of family commitment when the focus is on the two FIBER dimensions of SEW: binding social ties and identification of family members with the firm.

Although the cross-sectional nature of the study exposes the study to the specter of common method bias, procedural remedies were initiated to minimize the likelihood. Furthermore, data were collected from a single key informant in each organization. Therefore, both a longitudinal study and corroborating data from more than one individual in each firm would possibly provide a more robust picture.

Key decision makers from within the family who wish to see their subsequent generation remain engaged and committed to the family firm may find cues from the fact that focusing on binding social ties and identification of family members with the firm play an important role in ensuring continued commitment to the business by their successors.

Family businesses are recognized to be vital contributors to most societies around the globe, both as employment generators as well as catalysts of economic activities. Hence, policy makers may derive pertinent information from the study in adopting policies to nurture and ensure survival and continuity of family-owned businesses, by understanding how family-centric non-economic goals impact family’s desire to commit resources, time and effort to the enterprise from generation to generation.

Determining the factors that drive continued engagement and commitment of family members to the business enterprise is a phenomenon that needs to be better understood in order to ensure continuity and survival of family enterprises across generations. This study attempts to provide a more nuanced understanding of how different components of family-centric goals, such as SEW, impact family commitment. The study contributes to theory building by providing a conceptual link that demonstrates the components of SEW that are most pertinent in terms of ensuring higher levels of family commitment to the family-owned business.

Drawing on the stakeholder theory, the purpose of this study is to examine relationships between family identity, emotional attachment and binding social ties, and commitment of family firm owners to the family enterprise in the context of an emerging economy. Furthermore, this study examines whether the strength of the above relationships significantly vary between the founder generation and the subsequent generation of owners.

A set of hypotheses is tested by applying partial least squares structural equation modeling on a sample of 357 family-owned manufacturing companies in Bangladesh. Deploying SmartPLS (v. 3.2), the path model is analyzed through bootstrapping procedure. The moderating effect is tested through multigroup analysis.

The findings suggest that the relationships between emotional attachment and family identity and commitment are positive and significant, whereas the association between binding social ties and commitment was not significant. Furthermore, a multigroup analysis revealed that there is a significant difference between the founder generation and their next generation in terms of influence of binding social ties and family identity on commitment, whereas there appears to be no difference in terms of emotional attachment and commitment between the two generations.

This study shows that compared to the founder generation, the next generation prioritizes family identity and social bonds, which leads to greater levels of collective commitment to the organization. Such knowledge may provide clues to incumbent family-firm leaders by identifying the areas where they need to emphasize in generating greater levels of commitment among their successors.

To the best of the author’s knowledge, this appears to be the first such study that provides a nuanced understanding of how family generation in control of the family firm influences the relationships between psychosocial components of socioemotional wealth and collective commitment of the owners of family firms in the context of an emerging economy.

The purpose of this research is to examine the interplay between family commitment as a family-centric resource and professionalization of the organization as a firm-centric resource to determine how the two phenomenon come together to enhance business performance in the context of privately held family firms.

Deploying the theoretical lens offered by the resource-based view, a conceptual link is developed between family commitment to the firm and firm performance with the potential moderating influence of firm professionalization. The hypotheses are tested using data collected from 357 privately held medium-to-large family-owned manufacturing companies in Bangladesh. The data are analyzed through structural equation modeling using SmartPLS (v.3.2).

The data analysis suggests that in absence of the moderator; professionalization, family commitment has a positive and significant association with firm performance. While in the presence of the moderator the above relationship is substantially stronger. The findings indicate that when family-specific resources and firm-specific resources are synchronized, it enhances performance of the family firm and puts it on a strong economic footing toward a more sustainable future.

Cross-sectional nature of the study exposes it to the specter of common method bias despite the fact that procedural remedies were initiated to minimize the impact of such occurrence. Furthermore, data were collected from a single individual in each organization. Therefore, a longitudinal study with data obtained from multiple individuals at different levels of the organization would possibly yield more robust findings.

Leaders of family firms may find pertinent clues from the outcome of this study. Particularly, the confluence of family commitment to the firm as a family-specific resource and professionalization as a firm-specific resource can be valuable, rare, difficult to imitate and substitute source of competitive advantage for the family business organization.

Survival of family businesses is vital to the global economy as one of the primary drivers of global gross domestic product growth and source of new employment. Policymakers can benefit from the findings of this study to customize policies to nurture growth of family enterprises and incentivize family firms to adopt professionalization through better governance and transparent managerial procedures.

A nuanced understanding of how family commitment and firm professionalization combine to significantly improve performance of family firms has not been dominant in the literature. Therefore, findings of this study carry special theoretical implications, because it suggests that both family-specific features and firm-specific features are necessary for enhanced levels of firm-centric business outcomes such as economic performance.

Although family business literature acknowledges that family firms owners are motivated by a set of socioemotional wealth (SEW) goals along with firm-centric business goals, yet a consistently predictable pattern of relationship between SEW and financial wealth is yet to be discerned. The purpose of this paper is to propose a theoretical model based on the stakeholder approach to suggest that family commitment mediates the association between the dimensions of SEW and firm performance.

A set of hypotheses are proposed that are tested using structural equation modeling with data collected from 357 medium to large sized privately held family firms in Bangladesh. The data analysis is done with SmartPLS (v.3.2).

The results indicate that family commitment partially mediates the relationships between family control and influence, family identification, emotional attachment and renewal of family bonds through dynastic succession and firm performance. The only non-significant relationship was between binding social ties and firm performance. The results provide a more nuanced understanding of the link between SEW goals and firm performance, and present important implications for theory and practice.

The cross-sectional nature of the study exposes it to the specter of common method bias despite the fact that procedural remedies were initiated to minimize the impact of such occurrence. A longitudinal study with data obtained from multiple individuals at different levels of the organization would possibly yield more robust findings. Furthermore, in the absence of a multi-country and multi-sector analysis, a broad generalization of the findings may not be feasible.

The knowledge that family identity, emotional attachment and renewal of family bonds through dynastic succession may be leveraged to enhance the commitment of subsequent generation of family firm owners to the firm that may be pertinent to incumbents who desire to see their successors more engaged in the family enterprise. Furthermore, knowing that excessive focus on family control over the firm leads to negative outcomes is also pertinent to family firm leaders.

Survival of family businesses is vital to the global economy as one of the primary drivers of global GDP growth and source of new employment. Policy makers can benefit from the findings of this study to customize policies that take into cognizance the importance of SEW owners of family firms and the fact that some of these SEW goals actually benefit the firm in terms of enhanced commitment to the enterprise and consequently superior firm performance.

The role of family commitment as a mediator between SEW and firm performance has not been dominant in the literature. By providing a finer-grained understanding of how family commitment accounts for the relationship between family-centric non-economic goals such as SEW and firm-centric goals such as business performance, the study presents a theoretical link between sociomemotional wealth and financial wealth in the context of private family firms.

This study aims to investigate whether organizational commitment in small and medium-sized family enterprises (FSMEs) is associated with their employees’ contextual performance.

A quantitative and exploratory research approach was adopted focusing on FSMEs based in an inland region of Portugal. These were considered family firms, being owned exclusively by one or a small number of families. The data-collecting instrument was based on a questionnaire, with the final sample being composed of 101 employees.

The results obtained allow the conclusion that in FSMEs, affective commitment has a positive influence on contextual performance, as employees in this firm segment have an emotional connection in the context in which they are situated.

The authors can point out the fact that the strong association between affective commitment and employees’ contextual performance has a relevant role in FSMEs. Therefore, these firms must be aware of this type of organizational commitment, as affective commitment increasingly influences their employees’ and teams’ performance.

The study contributes to advancing theory regarding the relationship between organizational commitment and contextual performance in small and medium-sized enterprises with a family structure. A new dimension of organizational commitment (Imperative) was considered in the family firm context.

The purpose of this paper is to explore differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice and levels of organizational commitment. Moreover, focusing on non-family employees of family firms, the study assesses the relation between the perceptions of organizational justice and levels of organizational commitment. Finally, the study seeks to understand which dimension of organizational commitment (i.e. affective, continuance, or normative) is more associated with the perceptions of organizational justice of non-family employees working in family firms.

The empirical evidence is provided by a sample of 205 Portuguese employees, 98 non-family employees of family firms, and 107 non-family firms' employees, who responded to a questionnaire that included organizational justice and commitment measures. All firms included in the sample are small-sized privately owned companies.

Results show that there are no differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice. However, results reveal that there are significant differences regarding the levels of organizational commitment. Furthermore, it was found that, in family firms, non-family employees' perceptions of organizational justice are positively related to the levels of commitment, especially regarding the affective dimension.

This paper aims to contribute to the literature by addressing two classical organizational aspects, which are yet under-researched in the comparison between family and non-family firms, while pursuing to shed some light on the relationship between the perceptions of organizational justice and levels of organizational commitment of non-family employees working in family firms.

The purpose of this paper is to examine the relationship between country of birth or ethnicity (cultural proxies) and career and parental role commitment, and whether or not that relationship is mediated by two psychological dimensions known to differ across Mexican and USA cultures. These mediators are family achievement orientation and gender role orientation.

Data were collected from 372 working female students at community colleges in the USA and Mexico. The survey focussed on career and parental role commitment, family achievement orientation, and gender role attitudes.

Both country of birth and ethnicity predict career and parental role commitment. Females born in Mexico and Hispanics have higher career role commitment and lower parental role commitment than females born in the USA and non-Hispanic whites. Family achievement orientation and gender role attitudes partially mediate these relationships.

Cross-cultural research of work and family issues needs to incorporate psychological dimensions in accounting for country/ethnic differences.

Employees’ cultural backgrounds should be considered in designing programs to support family and work balance.

Assistance programs designed to enable Hispanics to work will be valued and fit with the Hispanic cultural focus on working as a means to care for family.

This study addresses a stated need in the work/life literature for research that addresses cross-cultural differences, and research in the cross-cultural research that calls for the inclusion of psychological dimension mediators between culture and the variables of interest.

The themes of love, commitment and honour are explored within the context of the American Mafia. In most capitalist-focussed conventional organizations managers acquire assets and income through exchanges, through wages, direct operations and build cultures and cultural norms (Friedman, 1970). The authors argue the Mafia organization has similarities and differences to conventional organizations, differences being in how money is acquired and in ethical behaviours which could be described as counter to what is the expectation of conventional organizations. Parallel to the Christian Ten Commandments, baptism and initiation rituals existing within the Mafia are drawn that provide insights into Mafia values that guide behaviours. Honour as a key Mafia value is argued in this article as being a misnomer, being more reflective of dishonourable values of revenge, fear and punishment. Love and commitment within Mafia families ¹ including roles of women are examined. It appears that love for family appears secondary to primary commitment to the Mafia Family. This paper contributes to literature on the Mafia in highlighting how ‘love’ and virtues are relative terms from which unethical acts can be justified within Mafia codes of behaviours. Also highlighted is that organizations valuing vice can survive and sustain if shrouded in secrecy rather than transparency. In the Mafia organization as in conventional organizations, codes of behaviours and commitment central to all money-making organizations are a key to survival.