Despite several calls for the further study of entrepreneurial orientation in family firms, we still have a fragmented understanding of this topic, whose full potential has yet to be reached. To shed new light on this issue, this article first maps the family business field by carrying out a systematic review and content analysis of the 78 articles identified at the confluence of entrepreneurial orientation and family firms. Our study describes and critically assesses previous research as well as the conclusions reached. Second, this article identifies the main research gaps and provides a path for future investigations.

To examine how knowledge-based dynamic capabilities relate to firm performance through the mediating role of entrepreneurial orientation, we analyzed data of a sample of 1047 Portuguese and Spanish small and medium-sized enterprises (SMEs) of all industry sectors. The results reveal that knowledge-based dynamic capabilities are associated with firm performance and that the relationship is partially mediated by a firm’s entrepreneurial orientation. This mediation could be explained by the fact that an entrepreneurial orientation to identify and utilize new opportunities is integral to knowledge value creation and extraction, and to avoid pervasive rigidities. Our study sheds light on the mechanisms through which knowledge-based dynamic capabilities are associated with firm performance and helps to explain performance differences among firms. In addition, we provide management insight on how firms can deploy their knowledge-based dynamic capabilities and extract value from them to face change and promote their entrepreneurial orientation and performance.

This study aims to explore how family firms pursue strategies that promote strategic flexibility and knowledge-management (KM) practices to respond to strategic-renewal goals. Specifically, based on a knowledge-based view of the firm, the following research question is proposed: Are there heterogeneous groups of family firms in terms of knowledge management, strategic flexibility and strategic renewal goals? To answer this question, an exploratory study using a two-step cluster analysis is developed. It reveals natural groupings from a sample of 288 small and medium-sized Spanish family enterprises (SMEs). The results obtained identified three distinctive clusters of family firms, namely proactive family firms, transitional or adaptive family firms, and rigid family firms. After two-step cluster analysis, we also conducted analysis of variance (ANOVA) to confirm that significant differences amongst the three clusters exist. After heterogeneity been confirmed, a further profile of the cluster solution was provided by using CEO and board characteristics, as well as the generational stage of the company. The findings offer some counterbalance for those studies that tend to study family businesses as a homogeneous entity, thus permitting researchers to access more information, providing rich explanations for renewal managerial decision-making purposes in family firm contexts.

Research Summary: We integrate social learning theory with gender role congruity theory to propose that family firms gain more from female leadership than nonfamily firms due to the congruence of female communal values with those of a family business. Results of our empirical study, based on a sample of 322 Spanish small‐ and medium‐sized enterprises (SMEs), show that while all three dimensions of learning orientation (commitment to learning, shared vision, and open‐mindedness) are positively related to an entrepreneurial orientation, significant differences exist based on the CEO's gender and whether the SME is a family or nonfamily firm. Strongest differences were found between female‐led family and nonfamily SMEs whereby the entrepreneurial orientation of female‐led family SMEs benefited significantly more from their firm's commitment to learning and open‐mindedness. Managerial Summary: To cultivate entrepreneurship, a small‐ and medium‐sized enterprise (SME) leader must create an organization that fosters learning. Yet, surprisingly, we know little about male and female leaders' ability to translate their SME's learning into entrepreneurship. Our study reveals that in comparison to nonfamily firms, family firms offer an environment that is more conducive to supporting women leaders, which allows their female leaders to direct their SME's learning more effectively toward entrepreneurship. However, while female‐led family SMEs were as effective as male‐led family‐ and nonfamily‐led SMEs in directing learning toward entrepreneurship, female‐led nonfamily SMEs struggled. Our study therefore suggests that while women have an advantage leading family SMEs, gender biases hamper female leaders' ability to transform learning into greater entrepreneurial orientation in nonfamily SMEs.

Despite growing research on the effect of high-performance work practices (HPWPs) on family firm performance, the implications of socioemotional wealth (SEW) preservation remain ambiguous. This stems from SEW preservation being used primarily as an explanatory construct and assessed indirectly rather than directly in empirical studies. To address this research gap, we draw upon organizational control and signaling theories to determine the “true” interaction between HPWPs and SEW preservation for labor productivity. Specifically, competing hypotheses are presented to determine if this interaction supports complementarity or substitutability. Using a sample of 124 Spanish family firms and a direct measurement of SEW preservation, our results provide support for substitutability, suggesting that family firms can realize higher labor productivity when HPWPs are fully implemented and commitment to SEW preservation is low, and vice versa. These findings have important implications for family firms, given HPWPs’ inverse relationship with SEW preservation regarding labor productivity. JEL CLASSIFICATION J24, L20, L21, L26, M12_M12, M54_M54, O15

A pesar de que las empresas familiares representan un gran porcentaje del conjunto de empresas a nivel mundial, las aportaciones metodológicas acerca de su estimación son muy escasas. El presente trabajo ofrece una metodología de identificación de empresas familiares versus no familiares utilizando como fuente de información la base de datos SABI Informa (versión española de Orbis), considerando fundamentalmente variables de propiedad y de gobierno corporativo para su clasificación. El diseño de la metodología SAFER permite su aplicación sin necesidad de realizar una extracción masiva de datos, lo que contribuye a su accesibilidad y facilidad de uso por parte de los investigadores. Asimismo, la metodología propuesta ha sido testada utilizando una muestra de 500 empresas, encontrando un error de clasificación inferior al cinco por ciento. Este trabajo aporta a los investigadores una metodología consensuada para la selección de muestras de empresas familiares, pudiendo ser trasladada a bases de datos equivalentes en otros países (e.g., AIDA, Italian company data o Markus en Alemania), o escaladas a la base de datos Orbis de ámbito global. Finalmente, nuestros resultados también representan un avance al facilitar la labor de los profesionales y responsables políticos en el desarrollo de informes sobre empresas familiares a través de un proceso riguroso de identificación y clasificación.