What makes a woman to choose to work in a family company instead of a looking for a position in the work market or creating her own company?: a literature review
Anna Akhmedova, Rita Cavalloti and Frederic Marimon
Despite seeming attractiveness to women, family firms fail to attract females to high-level positions. Previous research was citing primogeniture, daughter invisibility and role incongruity among possible explanations. However, recent studies suggest that such “barriers to leadership” cannot statistically explain existing gap. Most of research loses sight that professionals with family business background have diverse career options and succession is only one of them. A review of literature on succession showed that men and women have slightly different understanding of extrinsic and intrinsic benefits and different valuing of transcendent motives. Furthermore, men and women perceive abilities and chances to success as a function of social experiences, which partially explains underrepresentation. In general, the literature on successors’ motivation is scarce and inconclusive. This research area will gain from empirical studies – both quantitative and qualitative, using humanistic and cognitive frameworks to study career intentions of young professionals and female incumbents of family firms.