Succession Planning as Planned Behavior: Some Empirical Results

By Pramodita Sharma, James J. Chrisman, Jess H. Chua. 2003

519 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/929c1b7f6f8db4c8ce27d85bc8001eb5dd7230d8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Accounting

In Organizational Behavior and Human Resource Management

Citations in the corpus

Financial Decision Making in Family Firms (2014, methodology): “Although the theory of planned behavior is commonly used for framing single-choice decisions (e.g., Sharma et al., 2003), our model explicitly accounts for multiple-choice behavior.”
Father-Daughter and Father-Son Family Business Management Transfer Comparison: Family FIRO Model Application (2007, background): “The primary focus of previous research has been on the relationship of the father-son dyad (Davis & Tagiuri, 1991; Dumas, 1989), conflict and power struggles (Davis, 1982; Jonovic, 1984; Liebowitz, 1986; Rosenblatt, de Mik, Anderson, & Johnson, 1985; Sharma et al., 2003; Sharma, Grisman, & Chua, 200”
Long–Term Orientation and Intertemporal Choice in Family Firms (2011, unknown): “Futurity suggests that a firm’s dominant coalition is mindful of a desired future and takes steps to reach that desired state (Venkatraman, 1989). Miller and Friesen (1978) defined futurity as “how far ahead the firm looks into the future in planning its strategies and operations” (p.”
Relational Competence-Based Knowledge Transfer Within Intrafamily Succession (2015, background): “In fact, transferring management control of the family firm to another family member creates a principal–agent relationship between predecessor and successor (Sharma et al., 2003).”
Entrepreneurial self-efficacy and entrepreneurial intention: the Turkish case (2010, background): “The existence of the attitude is determined by the perception regarding how the behaviour will feasibly lead to desired outcomes, acceptability of the outcomes according to social norms of a reference group and the desirability of the outcomes ( Sharma et al. 2003 ).”
An Exploration of the Generational Differences in Levels of Control Held Among Family Businesses Approaching Succession (2007, background): “The presence of a trusted successor inclined to take over the business is an important variable determining if a firm makes progress toward succession planning (Sharma et al., 2003).”
Incumbents’ Attitude Toward Intrafamily Succession (2016, methodology): “Within family business research, the TPB has been used to examine potential successors’ intention to take over their family firms’ leadership (Zellweger et al., 2011) and family firms’ likelihood of engaging in succession planning (Sharma et al., 2003).”
Family‐Owned Business Succession: The Influence of Pre‐performance in the Nomination of Family and Nonfamily Members: Evidence from Spanish Firms (2010, background): “…et al. 2002; Farquhar 1989; Friedman 1987; Handler 1994, 1992; Lansberg 1988; Le Breton- Miller, Miller, and Steier 2004; Longenecker and Schoen 1978; Sharma, Chrisman, and Chua 2003a, 2003b; Vancil 1987; Wang et al. 2004), very few studies have investigated the relationship between preperformance…”
Ability and Willingness as Sufficiency Conditions for Family‐Oriented Particularistic Behavior: Implications for Theory and Empirical Studies (2014, background): “…(Gómez-Mejía et al. 2007; Romano, Tanewski, and Smyrnios 2001; Schulze, Lubatkin, and Dino 2003b); whether the CEO has a family successor in mind (Sharma, Chrisman, and Chua 2003; Westhead et al. 2001); desire to go public (Sonfield and Lussier 2004); the family’s commitment to the business…”