Professional HRM Practices in Family Owned-Managed Enterprises*
研究了约700家中小企业中家族所有权和管理对专业人力资源管理实践的影响，发现直接和间接负面效应，间接效应通过企业规模、正式商业计划和HRM专业化等中介变量实现。
This study examines determinants of professional human resource management (HRM) practices within a sample of approximately 700 small to medium-sized firms. Predictions from the agency theory and the resource-based view of organizations lead to alternate hypotheses regarding the direct and indirect negative effects of family ownership and management on the usage of professional HRM practices. Results support predictions for both direct and indirect effects. These indirect effects occur through intermediary variables that reflect organizational complexity, such as firm size, (the presence of a) formal business plan, and HRM specialization. The findings lend partial support to both theories.