Formalized HR practices and firm performance: an empirical comparison of family and non-family firms
基于代理理论和社会情感财富视角，研究了家族与非家族企业中选拔、培训和薪酬三种人力资源实践正式化程度对企业绩效的影响，发现家族参与会减弱培训正式化对绩效的正向作用，且选拔的中介效应在家族企业中更小。
The influence of the family on human resource (HR) management structures creates important idiosyncrasies with potential implications in terms of firm performance. Based on the agency and socioemotional wealth perspectives, this paper examines the formalization and effectiveness of three basic HR practices – selection, training and compensation – in different contexts of family and non-family firms. Using a sample of 500 Spanish companies, the results show that a higher degree of HR formalization has a positive influence on firm performance, confirming the negative moderating influence of family involvement on the relationship between the formalization of training practices and the firm performance. In addition, the findings indicate that the mediating role of selection practices in the relationship between training and firm performance is smaller in family than in non-family firms.