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This study delves into the aspirations of young individuals to assume leadership roles in their family businesses. It assesses the impact of family embeddedness and the perception of positive family business performance on succession intentions and investigates potential gender differences in this context.

Hierarchical multiple regression was determined for utilizing a sample of university students in seven countries from the Middle East–North African (MENA) region (N = 3,908).

The present study’s findings suggest that embeddedness in the family business has a much stronger role in shaping the succession intentions than previously envisioned. Females are more inclined to take over the family business when they perceive that the family business is not performing well.

This study provides important insights into the dynamic of family business succession intentions and family embeddedness. By providing a better understanding of some of the key drivers of family business succession intentions, it enables families in the MENA region to develop better family plans to engage with their successors effectively.

This article examines the dominant research topics that guide the literature on women's entrepreneurship in family businesses.

The authors used performance and scientific network mapping analyses from bibliometric techniques. Performance analysis was used to identify the most influential journals, authors, countries, co-citation, multidimensional scaling (MDS), hierarchical cluster (HCA) and document analysis to identify dominant research themes.

The research results show that studies on women's entrepreneurship in family businesses are gathered in three clusters. The studies in the first cluster focused on family succession and women's roles. The themes of the succession process, gender bias, leadership and entrepreneurship in the second cluster are intense. Finally, in the third cluster, the themes of women leaders and identity construction dominate.

First, new conceptualizations of female entrepreneurship from family businesses emerge over time (example: “fementerpreneur”); accepting and using these words takes time. For this reason, the authors may have missed the newly emerged concepts in the field of family businesses in the search strategy. Second, although MDS results are widely used in bibliometric research, other forms of MDS analysis may reveal different groups and clusters. Finally, bibliometric analysis is based more on retrospective and dominant themes in the most cited articles, with a heavy emphasis on the most cited papers. Hence, new articles and contributions can be equally important.

Previous studies have not examined the subject of women's entrepreneurship in family businesses. By addressing this issue and setting the agenda for future research, the authors contribute to the literature on women's entrepreneurship in family businesses.

The role of women entrepreneurs in family businesses is becoming increasingly important, a fact that is reflected in the scientific literature. The purpose of this study is to identify the key research areas that address this issue. To this end, a bibliometric analysis has been carried out to obtain a perspective of the current situation in this field of research and to identify the key areas of research in recent years.

In this study, the analysis is performed using a literature review and bibliometric analysis techniques. The bibliographic source supporting this analysis resulted from a Scopus search of the terms gender, entrepreneurship and family business. VOSviewer was used to facilitate the analysis.

This bibliometric analysis studies the evolutionary trend of publications on gender, entrepreneurship and family business and identifies current research trends. It also identifies authors, journals and countries with the highest impact levels to enhance collaboration and learning.

It would be advisable to conduct further research with a broader bibliographic base and with other search criteria covering other aspects related to the role of women entrepreneurs in family businesses. This work can serve as a valuable source of information for future research in this field and to assist in the development of effective equality policies to address existing social stereotypes.

This research illustrates, using VOSviewer, the current growth of studies in the field of women entrepreneurship in family businesses.

As women are still promoted to C-level roles at far lower rates than men, this paper examines whether there is a clear and direct relationship between women's formal roles and the effect of the socio-cultural context on their participation in strategic decisions in family businesses.

This study adopts a quantitative research design and logistic regression to analyze empirical data from a randomly selected sample of 800 firms in Sardinia.

In general, the results show that women's formal roles and participation in the decision-making process are not related, except in a specific sector (agriculture and farming), and that the local context plays an unquestionable role in terms of replicating local customs and traditions in the workplace.

Although limited by the sample of firms in the same territory, this study shows that women participate in strategic decision-making both when tasked to by virtue of their leadership role and when playing a minor role by way of implicit decision-making power. However, the sector can hinder women's participation, especially when strongly rooted in local culture.

The study shows that the socio-cultural context has a strong influence on women's involvement in strategic decision-making, highlighting the “silent” way women make the most relevant decisions. Therefore, this study questions whether it is still relevant to discuss the formal role of women or whether it is more pertinent to investigate their explicit or implicit power in making strategic decisions in family businesses.

This study explores how and when intuitive forms of planning can be used in a family firm's succession process.

The study uses an extended focus group meeting, consisting of individual, group and subgroup discussions with seven highly experienced external family business advisors in the Netherlands to gain a holistic understanding of the succession process and its underlying logic. The study also employs pre- and post-group questionnaires.

This study reveals that advisors perceive intuitive forms of planning as an integral part of the succession process, with the latter containing both intuitive and formal logic and activities. Both logics are used situationally and flexibly to deal with the uniqueness and unpredictability of the succession process and to build strong relations and manage relational dynamics in business families to address tasks, dilemmas and contingencies.

The succession process is an important part of business families' achievement of transgenerational intent. Creating commitment among potential successors begins when they are children, and understanding the role of the more intuitive forms of planning during the succession process will provide us with a more holistic perspective on its dynamics.

This paper examines the mediating process of enhancing employees' psychological ownership among family hotel employees.

A total of 1,005 employees from 197 budget-to-three-star family hotels took part in the study by completing an either self-reported or interviewer questionnaire. The respondents were selected using a convenient sampling technique. A partial least square structural equation was used to analyse the data.

Work engagement and organisational performance were shown to significantly predict psychological ownership, except for counterproductive work behaviour. Both counterproductive work behaviour and organisational performance were found to predict psychological ownership. Finally, the relationship between (1) counterproductive work behaviour and psychological ownership and (2) organisational performance and psychological ownership is mediated by work engagement.

Replication of this model in different countries and other work settings is highly recommended for cross validating the reported findings in this study. The study emphasises the need for family hotel owners to create a conducive work environment devoid of conditions that promote counterproductive work behaviour among employees and encourage them to engage in higher productivity.

This study appears to be one of the first to have investigated a model linking counterproductive work behaviour, performance to psychological ownership through work engagement in the family hotel context.