Identidad y compromiso organizacional en empleados de la empresa familiar mediana de Mazatlán, Sinaloa
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mar 21, 2023
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https://doi.org/10.30878/ces.v30n1a2
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Francisco Moisés Arreola Bravo
http://orcid.org/0000-0002-6343-8590
Jesús Manuel Canizales Rodríguez
http://orcid.org/0000-0002-9581-8934
http://orcid.org/0000-0002-6343-8590
Jesús Manuel Canizales Rodríguez
http://orcid.org/0000-0002-9581-8934
Resumen
Se analiza la relación entre identidad y compromiso organizacional en las empresas familiares medianas con el fin de contribuir al campo de conocimiento de la empresa familiar y gestión de la identidad organizacional. El método es cualitativo con la estrategia de estudio de caso múltiple. Se eligieron tres empresas familiares medianas. De acuerdo con los hallazgos, los empleados familiares tienen mayor identidad organizacional que los empleados no familiares y el compromiso organizacional está directamente relacionado con la identidad. Además, la generación familiar propietaria influye en ambas variables, siendo en la segunda generación donde se encuentran mayores niveles de identidad y compromiso organizacional en sus tres dimensiones, en empleados no familiares. Se sugieren líneas de investigación que comparen empresas familiares con no familiares, las cuales contemplen también empresas pequeñas.
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Como citar
ARREOLA BRAVO, Francisco Moisés; CANIZALES RODRÍGUEZ, Jesús Manuel.
Identidad y compromiso organizacional en empleados de la empresa familiar mediana de Mazatlán, Sinaloa.
CIENCIA ergo-sum, [S.l.], v. 30, n. 1, mar. 2023.
ISSN 2395-8782.
Disponible en: <https://cienciaergosum.uaemex.mx/article/view/16721>. Fecha de acceso: 18 ago. 2026
doi: https://doi.org/10.30878/ces.v30n1a2.
Sección
Ciencias sociales
Esta obra está bajo licencia internacional Creative Commons Reconocimiento-NoComercial-SinObrasDerivadas 4.0.
Citas
Aguilera, G., Nahuat, J., Badillo, J. y Orlando, D. (2019). Reclutamiento y selección por competencias: empresas familiares del Estado de Coahuila. Mercado y Negocios, 40, 63-77.
Albert, S., & Whetten, D. (1985). Organizational identity, in L. L. Cummings & B. M. Staw (Eds.). Research in Organizational Behavior, 7. Greenwich: JAI Press.
Allen, N., & Meyer, J. P (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252-276.
Anglin, A., Reid, S., Short, J., Zachary, M., & Rutherford, M. (2017). An archival approach to measuring family influence: An organizational identity perspective. Family Business Review, 30(1), 19-36.
Ashforth, B., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
Ashforth, B., Harrison, K., & Corley, K. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3) 325-374.
Ashforth, B., Rogers, K., & Corley, K. (2011). Identity in organizations: Exploring cross-level dynamics. Organization Science, 22(5), 1144-1156.
Barnett, & Kellermanns (2006). Affective commitment and job satisfaction among non-family employees: Investigating the roles of justice perceptions and psychological ownership. Journal of Family Business Strategy, 2(2), 78-89.
Berrone, P., Cruz, C., & Gomez-Mejia, L. (2012). Socioemotional wealth in family firms: A review and agenda for future research. Family Business Review, 25, 258-279.
Bormann, K., Backs, S., & Hoon, C. (2020). What makes nonfamily employees act as good stewards? Emotions and the moderating roles of stewardship culture and gender roles in family firms. Family Business Review, 34(3), 251-269.
Botero, I., Thomas, J., Graves, C., & Fediuk, T. (2013). Understanding multiple family firm identities: An exploration of the communicated identity in official websites. Journal of Family Business Strategy, 12-21.
Carmeli, A., Gilat, G., & Waldman, D. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44, 972-992.
Carmon, A., Miller, A., Raile, A., & Roers, M. (2010). Fusing family and firm: Employee perceptions of perceived homophily, organizational justice, organizational identification, and organizational commitment in family businesses. Journal of Family Business Strategy, 1(4), 210-223.
Cheney, G. (1983). On the various and changing meanings of organizational membership: A field study of organizational identification. Communication Monographs, 50, 342-362.
Chrisman, J., Chua, J., & Steier, L. (2005). Sources and consequences of distinctive familiness: An introduction. Entrepreneurship Theory and Practice, 29, 237-247.
Craig, J., Dibrell, C., & Davis, P. (2008). Leveraging family-based brand identity to enhance firm competitiveness and performance in family businesses. Journal of Small Business Management, 46(3), 351-371.
Dawson, A. (2011). Private equity investment decisions in family firms: The role of human resources and agency costs. Journal of Business Venturing, 26(2), 189-199.
Dekker, J., Lybaert, N., Steijvers, T., & Depaire, B. (2015). The effect of family business professionalization as a multidimensional construct on firm performance. Journal of Small Business Management, 53(2), 516-538.
Corley, K., Harquail, C., Pratt, M., Glynn, M., Fiol, M., & Hatch, M. (2006). Guiding organizational identity through aged adolescence. Journal of Management Inquiry, 15, 85-99.
De Massis, A., & Kotlar, J. (2014). The case study method in family business research: Guidelines for qualitative scholarship. Journal of Family Business Strategy, 5(1), 15-29.
Eisenhardt, K. M. (1989). Building theories from case study research. Academy of Management Review, 14(4), 532-550.
Fauchart, E., & Gruber, M. (2011). Darwinians, communitarians, and missionaries: the role of founder identity in entrepreneurship. Academy of Management Journal, 54, 935-957.
Garcés, C., Londoño, I., Méndez, K., & Martínez, J. (2016). Retención de empleados, una estrategia para el éxito de las organizaciones. Revista Fundación Universitaria Luis Amigó, 3(1), 108-115.
Gersick, K., Davis, J., Hampton, M., & Lansberg, I. (1997). Generation to generation: Life cycles of the family business. Boston: Harvard Business School Press.
Gioia, D. (1998). From individual to organizational identity. In David A. Whetten & Paul C. Godfrey, Identity in Organizations. Building Theory Through (17-31). Sage Publication.
Gomez-Mejia, L., Patel, P., & Zellweger, T. (2015). In the horns of the dilemma: socioemotional wealth, financial wealth, and acquisitions in family firms. Journal of Management, 33(4), 337-362.
Habbershon, T., & Williams, M. (1999). A resource-based framework for assessing the strategic advantages of family firms. Family Business Review, 12(1), 1-25.
Heffernan, M., & Dundon, T. (2016). Cross-level effects of high-performance work systems (HPWS) and employee well-being: the mediating effect of organisational justice. Human Resource Management Journal, 26(2), 211-231.
Hogg, M., & Terry, D. (2000). Social identity and self-categorization processes in organizational contexts. The Academy of Management Review, 25(1), 121-140.
INEGI (Instituto Nacional de Estadística y Geografía). (2018a). Directorio Estadístico Nacional de Unidades Económicas. Categoría México. Disponible en https://www.inegi.org.mx/app/mapa/denue/
INEGI (Instituto Nacional de Estadística y Geografía). (2018b). Encuesta Nacional sobre Productividad y Competitividad de las Micro, Pequeñas y Medianas Empresas 2015. México. Disponible en https://www.inegi.org.mx/programas/enaproce/2015/#:~:text=fen%C3%B3meno%20a%20analizar.-,La%20Encuesta%20Nacional%20sobre%20Productividad%20y%20Competitividad%20de%20las%20Micro,y%20Servicios%20privados%20no%20financieros.
Jaros, S., Jermier, J., Koehler, J., & Sincich, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 36(5), 951-995.
Jenkins, S., & Delbridge, R. (2020). Exploring organizational deception: Organizational contexts, social relations and types of lying. Organization Theory, 1(2), 1-24.
Karra, N., Tracey, P., & Phillips, N. (2006). Altruism and agency in the family firm: Exploring the role of family, kinship, and ethnicity. Entrepreneurship Theory and Practice, 30(6), 861-877.
Labaki, R., Tsabari, N., & Zachary, R. (2013). Exploring the emotional nexus in cogent family business archetypes. Entrepreneurship Research Journal, 3(3), 301-336.
Lansberg, I. (1999). Succeeding generations: Realizing the dream of families in business. Cambridge: Harvard Business School Press Books.
Le Breton-Miller, I., & Miller, D. (2006). Why do some family businesses out-compete? Governance, long-term orientations, and sustainable capability. Entrepreneurship: Theory & Practice, 30(6), 731-746.
Mael, F., & Ashforth, B. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13, 103-123.
Marcelino, M., Torres, A., Camacho, A., Robles, C., & Martínez, M. (2020). Profesionalización interna de la empresa familiar rural en el contexto de la zona oriente del estado de Puebla, México. Revista Espacios, 41(7), 20-31.
Matherne, C., Waterwallb, R., K., & Credoa, K. (2017). Beyond organizational identification: The legitimization and robustness of family identification in the family firm. Journal of Family Business Strategy, 8(3), 170-184.
Meyer, J., Allen, N., & Smith, C. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resources Management Review, 11, 299-326.
Meyer, J., Stanley, D., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.
Meyer, J., & Allen, N. (1997). Commitment in the workplace. Theory, research and application. Thousand Oaks: Sage.
Oertel, S., & Thommes, K. (2018). History as a source of organizational identity creation. Organization Studies, 39(12),1-23.
Oliver, D., & Vough, H. C. (2020). Practicing identity in emergent firms: How practices shape founders’ organizational identity claims. Strategic Organization, 18(1), 75-105.
Nordqvist, M., Hall, A., & Melin, L. (2009). Qualitative research in family business studies: The usefulness of the interpretive approach. Journal of Management & Organization, 15(3), 294-308.
Pittino, D., Visintinb, F., Lengerc, T., & Sternadc, D. (2018). Are high performance work practices really necessary in family SMEs? An analysis of the impact on employee retention, 12(2), 75-89.
Rueda, J. & Rueda, M. (2019). Definición, importancia y análisis de la empresa familiar. Revista Lumina, 20, 8-28.
Rush, M., & Russell, J. (1988). Leader prototypes and prototype-contingent consensus in leader behavior descriptions. Journal of Experimental Social Psychology, 24, 88-104.
Schulze, W., Lubatkin, M., & Dino, R. (2003). Exploring the agency consequences of ownership dispersion among the directors of private family firms. Academy of Management Journal, 46(2), 179-194.
Sieger, P., Bernhard, F., & Frey, U. (2011). The Committed and the Happy: Exploring the Effects of Justice and Ownership perceptions among Non-Family Employees. Paper presented at the 11th International Family Enterprise Research Academy (IFERA) Annual Conference, Palermo, Italy.
Stewart, A., & Hitt, M. (2012). Why can’t a family business be more like a nonfamily business? Modes of professionalization in family firms. Family Business Review, 25(1), 58-86.
Sundaramurthy, C., & Kreiner, G. (2008). Governing by managing identity boundaries: The case of family businesses. Entrepreneurship Theory and Practice, 32, 415-436.
Turner, J. (1985). Social categorization and the selfconcept: A social cognitive theory of group behavior. Advances in group processes, 77-122. http://doi.org/10.1037
Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., & Grubba, C. (2004). Should I stay or should I go?: Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15, 351-360.
Vardaman, J., Allen, D., & Rogers, B. (2017). We Are Friends but Are We Family? Organizational Identification and Nonfamily Employee Turnover. Entrepreneurship Theory and Practice, 1-20.
Vandenberghe, C., Landry, G., Bentein, K., Anseel, F., Mignonac, K., & Roussel, P. (2021). A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. Journal of Management, 47(2), 519-544.
Yin, R. (2003). Case study research, designand methods. USA: Sage publications.
Zellweger, T., Kellermanns, F., Eddleston, K., & Memili, E. (2012). Building a family firm image: How family firms capitalize on their family ties. Journal of Family Business Strategy, 2(3), 239-250.
Zellweger, T., Eddleston, K., & Kellermanns, F. (2010). Exploring the concept of familiness: Introducing family firm identity. Journal of Family Business Strategy, 1(1), 54-63.
Zhang, N., Zhou, Z., Su, C., & Zhou, N. (2013). How Do Different Types of Community Commitment Influence Brand Commitment? The Mediation of Brand Attachment. Cyberpsychology, Behavior, and Social Networking, 16(11), 836-842.
Zhang, Y., Guo, Y., & Newman, A. (2017). Identity judgements, work engagement and organizational citizenship behavior: The mediating effects based on group engagement model. Tourism Management, 61, 343-353.
Albert, S., & Whetten, D. (1985). Organizational identity, in L. L. Cummings & B. M. Staw (Eds.). Research in Organizational Behavior, 7. Greenwich: JAI Press.
Allen, N., & Meyer, J. P (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49, 252-276.
Anglin, A., Reid, S., Short, J., Zachary, M., & Rutherford, M. (2017). An archival approach to measuring family influence: An organizational identity perspective. Family Business Review, 30(1), 19-36.
Ashforth, B., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39.
Ashforth, B., Harrison, K., & Corley, K. (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3) 325-374.
Ashforth, B., Rogers, K., & Corley, K. (2011). Identity in organizations: Exploring cross-level dynamics. Organization Science, 22(5), 1144-1156.
Barnett, & Kellermanns (2006). Affective commitment and job satisfaction among non-family employees: Investigating the roles of justice perceptions and psychological ownership. Journal of Family Business Strategy, 2(2), 78-89.
Berrone, P., Cruz, C., & Gomez-Mejia, L. (2012). Socioemotional wealth in family firms: A review and agenda for future research. Family Business Review, 25, 258-279.
Bormann, K., Backs, S., & Hoon, C. (2020). What makes nonfamily employees act as good stewards? Emotions and the moderating roles of stewardship culture and gender roles in family firms. Family Business Review, 34(3), 251-269.
Botero, I., Thomas, J., Graves, C., & Fediuk, T. (2013). Understanding multiple family firm identities: An exploration of the communicated identity in official websites. Journal of Family Business Strategy, 12-21.
Carmeli, A., Gilat, G., & Waldman, D. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance. Journal of Management Studies, 44, 972-992.
Carmon, A., Miller, A., Raile, A., & Roers, M. (2010). Fusing family and firm: Employee perceptions of perceived homophily, organizational justice, organizational identification, and organizational commitment in family businesses. Journal of Family Business Strategy, 1(4), 210-223.
Cheney, G. (1983). On the various and changing meanings of organizational membership: A field study of organizational identification. Communication Monographs, 50, 342-362.
Chrisman, J., Chua, J., & Steier, L. (2005). Sources and consequences of distinctive familiness: An introduction. Entrepreneurship Theory and Practice, 29, 237-247.
Craig, J., Dibrell, C., & Davis, P. (2008). Leveraging family-based brand identity to enhance firm competitiveness and performance in family businesses. Journal of Small Business Management, 46(3), 351-371.
Dawson, A. (2011). Private equity investment decisions in family firms: The role of human resources and agency costs. Journal of Business Venturing, 26(2), 189-199.
Dekker, J., Lybaert, N., Steijvers, T., & Depaire, B. (2015). The effect of family business professionalization as a multidimensional construct on firm performance. Journal of Small Business Management, 53(2), 516-538.
Corley, K., Harquail, C., Pratt, M., Glynn, M., Fiol, M., & Hatch, M. (2006). Guiding organizational identity through aged adolescence. Journal of Management Inquiry, 15, 85-99.
De Massis, A., & Kotlar, J. (2014). The case study method in family business research: Guidelines for qualitative scholarship. Journal of Family Business Strategy, 5(1), 15-29.
Eisenhardt, K. M. (1989). Building theories from case study research. Academy of Management Review, 14(4), 532-550.
Fauchart, E., & Gruber, M. (2011). Darwinians, communitarians, and missionaries: the role of founder identity in entrepreneurship. Academy of Management Journal, 54, 935-957.
Garcés, C., Londoño, I., Méndez, K., & Martínez, J. (2016). Retención de empleados, una estrategia para el éxito de las organizaciones. Revista Fundación Universitaria Luis Amigó, 3(1), 108-115.
Gersick, K., Davis, J., Hampton, M., & Lansberg, I. (1997). Generation to generation: Life cycles of the family business. Boston: Harvard Business School Press.
Gioia, D. (1998). From individual to organizational identity. In David A. Whetten & Paul C. Godfrey, Identity in Organizations. Building Theory Through (17-31). Sage Publication.
Gomez-Mejia, L., Patel, P., & Zellweger, T. (2015). In the horns of the dilemma: socioemotional wealth, financial wealth, and acquisitions in family firms. Journal of Management, 33(4), 337-362.
Habbershon, T., & Williams, M. (1999). A resource-based framework for assessing the strategic advantages of family firms. Family Business Review, 12(1), 1-25.
Heffernan, M., & Dundon, T. (2016). Cross-level effects of high-performance work systems (HPWS) and employee well-being: the mediating effect of organisational justice. Human Resource Management Journal, 26(2), 211-231.
Hogg, M., & Terry, D. (2000). Social identity and self-categorization processes in organizational contexts. The Academy of Management Review, 25(1), 121-140.
INEGI (Instituto Nacional de Estadística y Geografía). (2018a). Directorio Estadístico Nacional de Unidades Económicas. Categoría México. Disponible en https://www.inegi.org.mx/app/mapa/denue/
INEGI (Instituto Nacional de Estadística y Geografía). (2018b). Encuesta Nacional sobre Productividad y Competitividad de las Micro, Pequeñas y Medianas Empresas 2015. México. Disponible en https://www.inegi.org.mx/programas/enaproce/2015/#:~:text=fen%C3%B3meno%20a%20analizar.-,La%20Encuesta%20Nacional%20sobre%20Productividad%20y%20Competitividad%20de%20las%20Micro,y%20Servicios%20privados%20no%20financieros.
Jaros, S., Jermier, J., Koehler, J., & Sincich, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 36(5), 951-995.
Jenkins, S., & Delbridge, R. (2020). Exploring organizational deception: Organizational contexts, social relations and types of lying. Organization Theory, 1(2), 1-24.
Karra, N., Tracey, P., & Phillips, N. (2006). Altruism and agency in the family firm: Exploring the role of family, kinship, and ethnicity. Entrepreneurship Theory and Practice, 30(6), 861-877.
Labaki, R., Tsabari, N., & Zachary, R. (2013). Exploring the emotional nexus in cogent family business archetypes. Entrepreneurship Research Journal, 3(3), 301-336.
Lansberg, I. (1999). Succeeding generations: Realizing the dream of families in business. Cambridge: Harvard Business School Press Books.
Le Breton-Miller, I., & Miller, D. (2006). Why do some family businesses out-compete? Governance, long-term orientations, and sustainable capability. Entrepreneurship: Theory & Practice, 30(6), 731-746.
Mael, F., & Ashforth, B. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13, 103-123.
Marcelino, M., Torres, A., Camacho, A., Robles, C., & Martínez, M. (2020). Profesionalización interna de la empresa familiar rural en el contexto de la zona oriente del estado de Puebla, México. Revista Espacios, 41(7), 20-31.
Matherne, C., Waterwallb, R., K., & Credoa, K. (2017). Beyond organizational identification: The legitimization and robustness of family identification in the family firm. Journal of Family Business Strategy, 8(3), 170-184.
Meyer, J., Allen, N., & Smith, C. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resources Management Review, 11, 299-326.
Meyer, J., Stanley, D., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.
Meyer, J., & Allen, N. (1997). Commitment in the workplace. Theory, research and application. Thousand Oaks: Sage.
Oertel, S., & Thommes, K. (2018). History as a source of organizational identity creation. Organization Studies, 39(12),1-23.
Oliver, D., & Vough, H. C. (2020). Practicing identity in emergent firms: How practices shape founders’ organizational identity claims. Strategic Organization, 18(1), 75-105.
Nordqvist, M., Hall, A., & Melin, L. (2009). Qualitative research in family business studies: The usefulness of the interpretive approach. Journal of Management & Organization, 15(3), 294-308.
Pittino, D., Visintinb, F., Lengerc, T., & Sternadc, D. (2018). Are high performance work practices really necessary in family SMEs? An analysis of the impact on employee retention, 12(2), 75-89.
Rueda, J. & Rueda, M. (2019). Definición, importancia y análisis de la empresa familiar. Revista Lumina, 20, 8-28.
Rush, M., & Russell, J. (1988). Leader prototypes and prototype-contingent consensus in leader behavior descriptions. Journal of Experimental Social Psychology, 24, 88-104.
Schulze, W., Lubatkin, M., & Dino, R. (2003). Exploring the agency consequences of ownership dispersion among the directors of private family firms. Academy of Management Journal, 46(2), 179-194.
Sieger, P., Bernhard, F., & Frey, U. (2011). The Committed and the Happy: Exploring the Effects of Justice and Ownership perceptions among Non-Family Employees. Paper presented at the 11th International Family Enterprise Research Academy (IFERA) Annual Conference, Palermo, Italy.
Stewart, A., & Hitt, M. (2012). Why can’t a family business be more like a nonfamily business? Modes of professionalization in family firms. Family Business Review, 25(1), 58-86.
Sundaramurthy, C., & Kreiner, G. (2008). Governing by managing identity boundaries: The case of family businesses. Entrepreneurship Theory and Practice, 32, 415-436.
Turner, J. (1985). Social categorization and the selfconcept: A social cognitive theory of group behavior. Advances in group processes, 77-122. http://doi.org/10.1037
Van Dick, R., Christ, O., Stellmacher, J., Wagner, U., Ahlswede, O., & Grubba, C. (2004). Should I stay or should I go?: Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, 15, 351-360.
Vardaman, J., Allen, D., & Rogers, B. (2017). We Are Friends but Are We Family? Organizational Identification and Nonfamily Employee Turnover. Entrepreneurship Theory and Practice, 1-20.
Vandenberghe, C., Landry, G., Bentein, K., Anseel, F., Mignonac, K., & Roussel, P. (2021). A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. Journal of Management, 47(2), 519-544.
Yin, R. (2003). Case study research, designand methods. USA: Sage publications.
Zellweger, T., Kellermanns, F., Eddleston, K., & Memili, E. (2012). Building a family firm image: How family firms capitalize on their family ties. Journal of Family Business Strategy, 2(3), 239-250.
Zellweger, T., Eddleston, K., & Kellermanns, F. (2010). Exploring the concept of familiness: Introducing family firm identity. Journal of Family Business Strategy, 1(1), 54-63.
Zhang, N., Zhou, Z., Su, C., & Zhou, N. (2013). How Do Different Types of Community Commitment Influence Brand Commitment? The Mediation of Brand Attachment. Cyberpsychology, Behavior, and Social Networking, 16(11), 836-842.
Zhang, Y., Guo, Y., & Newman, A. (2017). Identity judgements, work engagement and organizational citizenship behavior: The mediating effects based on group engagement model. Tourism Management, 61, 343-353.