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This paper aims to explore the succession intentions of daughters in family businesses in Sri Lanka by shedding light on the motives behind their willingness to succeed in the family business.

A qualitative approach using semi-structured interviews was used to explore the factors that may influence succession intentions among a group of seven prospective successor-daughters.

Findings showed that while a majority of the daughters sampled have positive succession intentions, there were a few who were either undecided or unwilling. Interestingly, what motivated some daughters to be willing successors was also considered demotivating for others. Daughters perceived succession in family businesses to be impacted by both personal and family background, traditional gender-role expectations and other socio-cultural factors.

Findings from this study provide key insights into gender-related issues with regard to succession in family businesses.

This paper highlights the opportunities and challenges for family firms in managing Generation Z (Gen-Z) employees. This perspective article explores several considerations for family firms in managing their Gen-Z employees and the potential implications for their socioemotional wealth (SEW).

The authors provide a brief review of what is known about the values/work habits of Gen-Z employees and attracting, retaining and managing nonfamily employees in family firms.

The unique values, motivations and working styles of Gen-Z employees suggest the need for family business leaders to adopt a different approach to managing these employees. A focus on Gen-Z’s psychological contract, technological savviness and entrepreneurial orientation is provided with respect to how they can be managed.

The authors suggest the importance of approaching NFEs as a heterogenous group and offer avenues for future research with prospective research questions to better understand nonfamily Generation Z employees’ place in the family firm.