Open Access
Entrepreneurs' planning behavior and new firm performance
(Emerald, 2020-08-27) Contín Pilart, Ignacio; Larraza Kintana, Martín; Martín Sánchez, Víctor; Gestión de Empresas; Enpresen Kudeaketa; Gobierno de Navarra / Nafarroako Gobernua, PA03018
Purpose: Drawing on institutional logics theory, this paper aims to examine the determinants of entrepreneurs’ planning behavior in the first years of 212 Spanish new firms. Additionally, this study identifies four different planning profiles: systematic planner, early planner, late planner and non-planner. Design/methodology/approach: This study’s data structure is a (yearly) pooled cross-sectional time series. This paper investigates the determinants of planning behaviors among entrepreneurs, as well as the impact of that activity on new firm performance (i.e. employment growth). Findings: The results confirm the relevance of institutional forces in explaining the involvement of founders of new firms upon planning activities. Institutional factors, in the form of public external support seem to explain early- and systematic-planner behavior while the influence of entrepreneurial family background does so with late-planner behavior. Originality/value: The authors focus their attention on two key moments of a new venture’ life: the first year of operation and once the firm has overcome the four-year hurdle that is often used to distinguish new from established businesses. Four different patterns emerge: systematic planner (those who consistently plan over time), early planner (those who engage in planning activities in the early moments of the firm’s life but not later), late planner (those who do not plan at the beginning but end up conducting planning activities a few years later) and non-planner (those who never get involved in planning activities). This new division is an interesting additional feature of this study.
Open Access
Managerial family ties and employee risk bearing in family firms: evidence from Spanish car dealers
(Wiley, 2018) Gómez Mejía, Luis R.; Larraza Kintana, Martín; Moyano Fuentes, José; Firfiray, Shainaz; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE; Gestión de Empresas
This article discusses that family firms in which the top management team (TMT) is dominated bynonfamily managers are more likely to shift risk to employees through incentive pay schemesthan family firms with TMTs dominated by family members. We also argue that this tendencyis aggravated in firms of bigger size, as this condition makes nonfamily managers more vulnerable. We further note that differences between family- and non-family-dominated TMTs maylessen when the sales trend is negative. The analyses conducted on a sample of 219 family-controlled car dealerships in Spain confirm our expectations.
Open Access
Are family firms really more socially responsible?
(SAGE, 2014) Cruz, Cristina; Larraza Kintana, Martín; Garcés Galdeano, Lucía; Berrone, Pascual; Gestión de Empresas; Enpresen Kudeaketa
This paper conducts an empirical study as to whether family firms are more socially responsible than their non-family counterparts, and explores the conditions in which this difference in social behavior occurs. We argue that family firms, given their socioemotional wealth bias, have a positive effect on social dimensions linked to external stakeholders, yet have a negative impact on internal social dimensions. Thus, family firms can be socially responsible and irresponsible at the same time. We also suggest that institutional and organizational conditions act as catalysts in the relationship between firm type and CSR. General support for our thesis that family firms neglect internal social dimensions came from the study of a sample of 598 listed European firms over a period of 4 years. Moreover, while national standards and industry conditions influence the degree of CSR in non-family firms, these factors do not affect family firms. However, family firms’ social activities are more sensitive to declining organizational performance.
Open Access
Do entrepreneurial role models influence the nascent entrepreneurial activity of immigrants?
(Wiley, 2015) Contín Pilart, Ignacio; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
This paper examines how the influence of entrepreneurial role models in the individual’s decision to become a nascent entrepreneur is moderated by their socio-cultural fit. By looking at the entrepreneurial activity of immigrants, the paper proposes that, because of their lower sociocultural fit, immigrants are less likely to be influenced in their entrepreneurial activity by past and present entrepreneurs in the region where they live compared with the native population. Using a large database of 28,306 individuals in 50 Spanish provinces, the results confirm our hypothesis. The moderating effect of cultural distance and time of residence is also analyzed.
Open Access
La investigación en recursos humanos en España de 2001 a 2010: ¿la década prodigiosa?
(Elsevier, 2012) Bayo Moriones, José Alberto; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
El presente artículo estudia las publicaciones españolas en 67 revistas de referencia que incluyen la Dirección de Recursos Humanos en su objeto, con el fin de analizar la evolución de la investigación realizada en España dentro de esta disciplina en el decenio que va desde el año 2001 hasta el 2010. Los resultados muestran un fuerte incremento en el número de artículos españoles publicados en el ámbito de la Dirección de Empresas en general y en el de la Dirección de Recursos Humanos en particular. Este crecimiento es superior al hallado para los cuatro grandes países de la Unión Europea para el mismo periodo temporal. El incremento en la cantidad de la investigación se ha visto también reflejado en un ligero aumento en su calidad. El trabajo también ha identificado otras características de la investigación en Dirección de Recursos Humanos en España, entre ellas su carácter cuantitativo, así como la escasa colaboración entre universidades.
Open Access
When do women make a better table? Examining the influence of women directors on family firm's corporate social performance
(SAGE Publications, 2019) Cruz, Cristina; Justo, Rachida; Larraza Kintana, Martín; Garcés Galdeano, Lucía; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE; Gestión de Empresas
Our paper seeks to further understand the influence of gender board diversity on firms' corporate social performance (CPS) in the context of publicly held family firms. Grounded on corporate governance and family firm literature, we argue that the influence of women directors on CSP will be contingent on their relative power and legitimacy within the board, and that such dynamics are particularly important in family firm boardrooms. Our empirical results show that increases in CSP associated with the presence of women in the boards of family firms are due mainly to the presence of outsider nonfamily and insider family women directors. Implications for the theory of family firms are discussed.
Open Access
Emotional heterogeneity and intergenerational knowledge transfer in family firms
(Elsevier, 2023) Caicedo Leitón, Ana Lucía; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
With this study, we attempt to understand how emotions influence the intergenerational transfer of knowledge in family businesses from the perspective of emotional heterogeneity. We use a qualitative methodology of multiple case studies to comprehensively address theissue. The results indicate that emotions influence knowledge transmission and learning, sotransmission is more effective in Enmeshed and Balanced family businesses than in Disengaged ones.
Open Access
Entrepreneurs’ human capital and growth aspirations: the moderating role of regional entrepreneurial culture
(Springer, 2019) Capelleras Segura, Joan Lluís; Contín Pilart, Ignacio; Larraza Kintana, Martín; Martín Sánchez, Víctor; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE; Gestión de Empresas
This paper investigates the impact of entrepreneurs’ human capital on their growth aspirations and the moderating role of regional entrepreneurial culture in this relationship. Based on human capital theory, we argue that growth aspirations will be higher for individuals with higher educational attainment and lower for those with prior entrepreneurial experience. Drawing on an institutional perspective, we also suggest that regional social acceptance of entrepreneurship and entrepreneurial role models will positively moderate these effects. Using data that combines individual and province level information in Spain over the period 2008–2014, we find support for the differential effect of formal education and entrepreneurial experience. The results also show that both social approval of entrepreneurship and role models tend to increase the growth aspirations of experienced entrepreneurs, whereas aspirations of the more educated ones are only affected by the presence of role models. Implications from the findings are discussed.
Open Access
Psychological ownership in family firms: a perspective article
(Emerald, 2024-02-12) Caicedo Leitón, Ana Lucía; Garcés Galdeano, Lucía; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE
Purpose: This article explores psychological ownership (PO) in family firms (FFs); its impact on interpersonal relationships, attitudes and behaviors within the organization; and its importance for long-term success. It also highlights the factors that contribute to PO in these types of businesses. Design/methodology/approach: The article conducts a literature review that utilizes existing research to delve into the phenomenon of PO within the context of FFs. Findings: The article emphasizes that PO significantly impacts employee behavior and attitudes toward FFs. It shows the favorable influence of PO on employees' conduct and mindset. However, excessive PO can lead to disputes and obstruct the transfer of control. Practical implications: The success of family businesses depends on nurturing strong, positive PO in future generations and among nonfamily members. Originality/value: The article contributes to PO literature in FFs by analyzing its influence on FFs. It highlights factors affecting PO formation and its consequences and highlights novel lines of future research.
Open Access
The relationship between the institutional environment and job satisfaction: a multilevel approach
(Springer, 2025-06-24) Gastearena Balda, María Lourdes; Ollo López, Andrea; Larraza Kintana, Martín; Rodrigues, Ricardo; Gestión de Empresas; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE
An extensive body of literature has explored the key determinants of employee job satisfaction placing particular emphasis on individual differences and job characteristics. However, variations in job satisfaction levels persist across countries, highlighting the importance of contextual and institutional factors across different national contexts. This study investigates the role of formal and informal institutions in shaping job satisfaction. Based on a sample of 10.822 employees from 26 European countries, the study employs a multilevel methodology to test the proposed hypotheses. The findings demonstrate that national institutions significantly contribute to cross-country differences in job satisfaction. In particular, the positive impact of labour freedom on job satisfaction is more pronounced in countries characterised by low power distance, low uncertainty avoidance, and high individualism. Conversely, in countries with high power distance, high uncertainty avoidance, and low individualism, the relationship between labour freedom and job satisfaction is weaker. These results emphasise the critical role of cultural and institutional contexts.