Antecedents and outcomes of bifurcated compensation in family firms: A multilevel view. By: Samara, Georges; Jamali, Dima; Parada, Maria Jose. Human Resource Management Review. Mar2021, Vol. 31 Issue 1, pN.PAG-N.PAG. 1p.

Through a multilevel view, this article challenges the dominant assumption in the literature suggesting that family employees will receive more compensation than their non-family peers, which will violate the latter group justice perceptions and will lead them to lower their inputs to retrieve equity. We start by discussing how competing socioemotional priorities combine with the degree of collectivism at the societal level to affect which group will bifurcated compensation favor. We suggest that embeddedness in a collectivist culture will generate a strong desire and a moral obligation to cater to the financial well-being of family members, hence leading to bifurcated compensation favoring family employees. In individualist cultures, however, the family will accord high importance to achieving family prominence, which leads to bifurcated compensation favoring non-family employees. Moving forward, we discuss how nepotism types shape the effect of bifurcated compensation on the under-privileged group work inputs and how this relationship is moderated by the extent of power distance embedded in society. Theoretical and empirical implications are discussed at the end of the paper.

  • We step away from a monolithic understanding of bifurcated compensation in family firms
  • We discuss how competing socioemotional priorities combine with collectivism to affect which group will compensation favor
  • We discuss how nepotism types and power distance shape the effect of bifurcated compensation on the work inputs of employees
  • The perception of merit will be the main factor that affects the reactions of employees to bifurcated compensation