Career choices of family members and immigrant´s career decisions in family businesses

Master Thesis within: Family Business Credits: 30

Program: Strategic Entrepreneurship Author: Nazish Saleem

Jönköping: May 2021

Career choices of family members and

immigrant´s career decisions in family

businesses

Acknowledgment

I would like to appreciate the support and continual guidance of my supervisor Matthias Waldkirch who granted us useful feedback through different seminars which enabled us to complete the objective of the thesis. I enjoyed the comfortable and engaging environment that he provided during seminars which encouraged me to structure my work precisely.

Moreover, I am grateful to all my peers who proposed genuine and constructive feedback during seminars which were quite helpful in modifying the thesis and bringing it into final shape.

Further, I am thankful to all informants who provided valuable information about their family businesses. They dedicated their time to sharing information and experiences of their family businesses which made me more enthusiastic to do in-depth research.

Additionally, I would like to thank my husband who supported me throughout my journey of writing a thesis. He also gave feedback from a critical perspective which helped me to accomplish my goal.

Master Thesis in Business Administration

Title: Career choices of family members and immigrants´ career decisions in family businesses

Author: Nazish Saleem Tutor: Matthias Waldkirch Date: 2021-05-24

Key terms: Career choices, career decisions, family businesses, immigrants´ professional choices, immigrant entrepreneurs, career goals, entrepreneurial career path, career planning, career development.

Abstract

Background: The topic of careers has great importance in family businesses because choosing the career is a challenging task for family members in family firms whereas in most family businesses incumbent generation has expectations from their next generation to choose a career within the family businesses. However, family members sometimes get freedom about their career choices and make their career decisions independently. However, the career choices represent the occupational status, family relationship, and entrepreneurial mindset of family members.

Purpose: To provide more insights about career decisions of family members with combinations of immigrant career decisions within family businesses.Whereas less research about career choices of family members with a combination of immigrants´ career has done so far.

Method: The study is based on a qualitative research method whereas data is collected through semi-structured interviews. The empirical finding is done by using the process of thematic analysis based on ground theory whereas codes are identified, and themes are generated. Moreover, the framework of career choices elaborates the three types of career decisions by family members that framework is constructed by visualizing the model of Powell and Greenhaus (2010). The themes in the analysis part, as well as sub-categories of each theme, are related to three types of career decisions of family members such as role entry decisions, role participation decisions, and role exit decisions whereas under the influence of career factors family members choose their career path by planning, developing, and setting the career goals.

Conclusion: It is concluded from the study that family members choose their career inside or outside the family firm as successor, employee, or entrepreneur due to positive and negative influence of family factors, cultural factors, and personal factors. For example, family expectation, pressure, parental motivation, and support are family factors that motivate the family members to take career decisions. While the cultural factors are more dominant in immigrants' career decisions, for instance, ethnic group accessibility leads to entrepreneurial career paths. Regarding the personal factors, education, and training, as well as personal desires, are dominant factors that are necessary to become a successor, entrepreneur, or choose a career of aspiration inside or outside the family firm.

Table of Contents

1

Introduction ... 8

1.1 Background ... 8

1.2 Problem Discussion ... 10

1.3 Purpose and Gap identified ... 11

1.4 Research Questions ... 11

1.5 Definitions ... 11

2 Literature Review ... 12

2.1 Career’s decisions of family members and immigrants ‘career choices 12 2.2 Types of career decision ... 15

2.2.1Role entry decisions... 15

2.2.2Role participation decisions... 16

2.2.3Role exit decision ... 11

2.3 Career factors ... 20

2.3.1Family factors ... 20

2.3.1.1Family background and support ... 20

2.3.1.2Family pressure and expectation ... 21

2.3.1.3Parental role model ... 22

2.3.2Cultural factors ... 22

2.3.2.1Demographic attributes ... 22

2.3.2.3Cultural identities and ethnic group... 24

2.3.2.3Social networks... 24

2.3.3Personal factors... 25

2.3.3Personality traits and personal desires ... 25

2.3.3Education and traning ... 25

2.4 Career stages ... 20

2.4.1Stage 1 (Exploration stage)... 20

2.4.2Stage 2 (Establishment stage) ... 21

2.4.3Stage 3 (Mentoring stage) ... 21

2.4.4Stage 4 (Decline stage) ... 21

3

Methodology and Methods ... 22

3.2 Research Design ... 31

3.3 Research approach... 31

3.4 Research strategy... 31

3.5 Research Methods ... 32

3.5.1Data collection ... 32

3.5.2Data from Author´s personal experience ... 33

3.5.3Methods of intrerviews ... 34

3.5.4Construction of interview guideline ... 35

3.6 Data Analysis ... 31 3.7 Ethical implication ... 32 3.8 Quality of research ... 32 3.8.1Credibility ... 40 3.8.2Dependability... 40 3.8.3Validity ... 40 3.8.4Reliability ... 40

4 Empirical Findings ... 41

4.2.1Education and training ... 42

4.2.2Awareness ... 44 4.2.3Exploration ... 44 4.2.4Aspiration ... 45 4.3 Family role ... 40 4.3.1Family expectations ... 40 4.3.2Responsibilities ... 41 4.3.3Family pressure... 42 4.3.4Convenience ... 42 4.4 Expansion ... 50 4.4.1 Internationalization ... 51 4.4.2 Opportunities ... 51 4.5 Work-family relationship ... 52 4.5.1Sacrifice ... 53 4.5.2Satisfaction ... 53 4.5.3Commitment ... 54

5 Analysis ... 56

5.1 Career Goals ... 56

5.2 Career planning ... 59

5.3 Career Development ... 61

5.4 Framework of Career choices by family members and immigrant´s career decisions ... 65

6 Discussion and conclusion ... 65

6.1 Discussion ... 66

6.1.1Family factors influence relationships and career choices ... 66

6.1.2Personal factors influence the occupational status and career choices68 6.1.3Career planning influences career decisions ... 70

6.1.4Cultural factors influence the growth of business ans career choices 70 6.2 Conclusion ... 72

6.3 Implications ... 73

6.3.1Theoretical and practical implications ... 73

6.3.2Societal implication ... 74

6.4 Limitations and suggestions for future Research ... 75

7

Reference List ... 77

8

Appendices: ... 85

8.1 Appendix 1 (visualized model about career choices)... 85

List of Tables

Table 1: Summary of semi-structured interviews. ... 29

Table 2: Steps involved in thematic analysis: ... 31

Table 3: Themes´ Description ... 34

Table 4: Conceptual framework of career choices of family members and immigrant´s career decisions. ... 58

List of Figures

Figure 2: Trunk tree of research ... 23

Figure 3: Career choices represent the occupational status of family members. ... 40

Figure 4: Role of family in career choices of family members ... 43

Figure 5: Family members develop their career through expansion of family business. ... 45

Figure 6: Choosing a career based on family relationship. ... 48

Figure 7: Impact of factors on the role entry decisions that motivate to plan, develop, and achieve the career goal. ... 57

Figure 8: Impact of factors on the role participation decisions that motivate to plan, develop, and achieve the career goal. ... 57

Figure 9: Impact of factors on the role exit decisions that motivate to plan, develop, and achieve the career goal. ... 57

1

1 Introduction

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This chapter describes the career decisions made by family members who choose their careers within and outside the family business under the influence of various factors. Moreover, they select various careers of their choice while the entrepreneurial career path is most common in family businesses. The study also elaborates the entrepreneurial career decisions of immigrants and factors that influence their career decision to become an entrepreneur from the employee. The background of family businesses with various career choices along with research purpose and research problem is described below. The key research questions are also included in this section. Whereas the final part of the introduction includes definitions.

1.1

Background

The topic of careers has great importance in family businesses because choosing the career is a challenging task for family members in family firms whereas in most family businesses incumbent generation has expectations from their next generation to choose a career within the family businesses. However, family members sometimes get freedom about their career choices and make their career decisions independently. However, the career choices represent the occupational status, family relationship, and entrepreneurial mindset of family members.

Research shows that sometimes family businesses affect the career choices of family members in a way that young generation members choose their career within the family business due to family pressure and they sacrifice their interest for the sake of the family business. Moreover, family business background influences the next generation to choose and develop their career whereas encouragement from parents helps them to choose their career within and outside the family firm. However, some family members deviate from their career path at an adult age for the survival of the family business or due to the expectations of family members (Baù et al., 2020). Moreover, satisfaction with a career leads to career development where family members avail career opportunities to achieve their goals. Additionally, to achieve the career goals they plan their career effectively by using skills and networks (Renee Barnett & Bradley, 2007).

The study shows that three types of career decisions are taken by family membersby passing through different career stages. whereas different factors affect their career choices. First, they take the role entry decisions in which family members decide to work as an employee, successor or as an entrepreneur, for instance, to plan the career as successor then they set the goal for working in the family firm and that is the initial stage of deciding career whereas planning the career as entrepreneur persuade them to decide the career inside or outside the family firm by starting a new venture and that is the establishment stage or mentoring stage of the career. Moreover, they can make decisions about doing jobs outside the firm as an employee due to their interest and that is the exploration stage of the career. Second, the role participation decisions elaborate the feelings and time devoted by family members to business due to preferences of family, for example, family members perform jobs by considering their family responsibilities. The third, role exit decisions are related to leaving a job or family business due to retirement, unsatisfaction with the job, and self-interest (Powell & Greenhaus, 2010). However, planning a career from any of this category depends upon personality attributes, family bonding, gender, birth order, and available opportunities for the family members (Sharma & Irving, 2005; Schröder et al., 2011). However, when family members of incumbent generation reach decline stage where they act as a mentor and take decisions for further development or expansion of the business whereas by using knowledge and experience, they supervise the young generation. Thus, at the decline stage, incumbent generation members decide to quit the organization or perform the role of advisor for the next generation (Dalton et al., 1977).

Moreover, some family members choose entrepreneurial career paths due to encouragement from parents, available opportunities, personal desire, and entrepreneurial parents (Ricciardi et al., 2021); Daniel et al., 2010). Whereas the immigrants decide to become entrepreneurs due to the inspiration of other entrepreneurs in their ethnic group in the host country or due to rules and policies of the host country. Thus, they prefer to start their venture instead of working as an employee. The ethnic group is a cultural factor and is important in two ways for an immigrant to become an entrepreneur. For example, the ethnic community provides a niche market as a customer as well as they perform the supporting role and share information from their experiences (Tavassoli & Trippl, 2019). The study focuses on an immigrant who comes to Sweden as a student or on a work permit and starts a family business whereas asylum seekers are not included in it.

Further, this study explains the factors that affect the career choices of family members Whereas the theory of decision making elaborates that people decide their career according to their personality attributes (Powell & Greenhaus, 2010). While careerist theory explains that people start their own business due to their previous work experience, knowledge, and networks in society. Douglas (1996) argues that due to switching careers, individuals show less commitment to the job. Moreover, the abilities and network relationships of individuals lead to career development.

1.2 Problem Discussion

The study is about career decisions of family members in family businesses who choose their careers due to demographic attributes, personality traits, social networks, opportunities, family expectations, and personal desire. Moreover, family values grew up with family members which bring behavioral changes in them and makes them more responsible towards family business whereas less encouragement from parents keeps away the children from the family business. Further, education and training provided by parents involve the children more towards the family business (Breton-Miller & Miller, 2016) Therefore, depending upon the opportunities, family members choose careers inside or outside the family business. However, due to barriers of language, education, and other skills, the family members with immigrant backgrounds preferred to start a new venture in the host country. Thus, by recognizing the fact that family members choose careers as entrepreneurs, employees, and successors, I want to explore the reason for choosing different types of careers by family members in family businesses. The family members start their career as an entrepreneur due to previous knowledge and training in the family business (Tegtmeier & Classen, 2017) while family members with immigrant background start their career as an entrepreneur due to the dominancy of their ethnic group in the specific area where they have the benefit of community networks and maintaining the identity (Ülker, 2019). Whereas various factors are highlighted in this study that affects the career decisions of family members, for example, cultural differences, language barriers, qualification, and labor skills while the language barrier and job discrimination are found the reason for the immigrants to become an entrepreneur (Boyd, 2020).

The topic of career choices has become an interesting but complicated phenomenon in family businesses whereas family firms emphasize their family members to choose a career within the family firm (Bloemen-Bekx et al., 2019). Therefore, it's crucial to know that why

some family members choose their careers inside and outside the family businesses (Baù et al., 2020). This study provides more insights into career development, career goals, and career planning that are followed by career decisions.

Huot and Rudman (2010) have identified the relationship between business, personality, and place. Further, they demonstrated that an individual’s profession and place where he lives are structured by ethnic group. Laliberte-Rudman (2002) further highlighted that through choosing the career, the individuals show their identities to others which are maintained from generation to generation by retaining their cultural values. Moreover, immigrants also keep their cultural identities alive by starting their businesses and making connections with their community members (Farias & Asaba, 2013). Some parts of the study are more prevalent for example, career planning is important to choose the career effectively (Murphy & Lambrechts, 2015).

1.3 Purpose and Gap identified

According to Waldkirch (2020), the gap can be found in various ways, for example, when there is confusion in the literature (confusion spotting), or literature is overlooked or neglected by researchers (neglect spotting) or searching new areas of study such as psychology or law (application spotting). In the previous literature, research about a female career as an immigrant entrepreneur has been done (Munkejord, 2017). Moreover, the contribution of the family for choosing the career and lack of career opportunities due to family issues has been discussed in the previous research (Baù et al., 2020). Whereas less research about career choices of family members with a combination of immigrants´ career has done so far. Therefore, the purpose of this study is to fill this gap by providing more insights into research and to highlight the concepts of career choices by family members as

well as the career decisions of immigrants in the family business.

1.4 Research Questions

Based on the following purpose these questions arise which the study aims to answer:

Q.1 How do factors influence the career choices of family members and immigrant´s career decisions in family businesses?

Q2. Why do family members decide to join or leave the family firm?

Before describing the career choice of family members in detail, it is important to define the terms of career, career choices, immigrant entrepreneurship, and career development, however, these terms are defined by different researchers.

• An individual´s Career is related to different kinds of jobs that a person pursues throughout his or her life (Duffy & Dik, 2009).

• Career choices: Deciding among various choices of a career in which an individual has the self-control to decide a career. Whereas the career is selected with collaboration of aspirations, values, opinions, expectations, skill, and goals (Hastie, 2001).

• Immigrant entrepreneurship is about starting a new venture in the host country, creating job opportunities for family and community, giving taxes, manufacturing products, earning profits, learning, training, and seeking benefit for themselves and

for other immigrants’ groups (Schmiz, 2017).

• Career development: Career development is a very important phenomenon that is possible due to the commitment of family members in the family business and which gives them chance to further expand their business by taking opportunities across the

border (Knezović & Greda, 2020).

2 Literature Review

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A literature review is an analysis of research related to a topic or what we know about the topic (Easterby-Smith, 2018). This chapter elaborates on the literature overview related to the topic of career choices and immigrant entrepreneurship by family members in family businesses.

_______________________________________________________________________

2.1 Career’s decisions of family members and immigrants ‘career choices

The family members with family business background take their career decisions in different ways, for instance, choose a career within the family business due to family expectations, outside the family firm due to their personal desire, or as entrepreneur due to available opportunities (Schröder et al., 2011). However, career decisions are the best choices that family members plan for them in their life where they decide about doing a job, switching jobs, getting retirement, and becoming an entrepreneur. Whereas, during their career

decisions parental support and motivation play a vital role. On the other hand, some career decisions are unplanned for example, leaving the previous job and starting a new business due to unexpected events (Gati & Kulcsár, 2021).

Choosing a career is the result of influences of the external environment and internal perception, for example, support from parents changes the children´s perception which enhances the engagement in business (Garcia et al., 2019). Research reveals that some family members have less intention to work under the supervision of their parents, therefore, they make independent decisions to choose their career path while the educated family members of the next generation mostly prefer to do the job of their interest as an employee in non-family businesses (Mani, 2018). Thus, parents perform the role of a moderator in positive or negative ways to involve their next generation in the family business.

Career mentoring can be provided to a family member after assessing their abilities for the betterment of the business. However, psychological assistance such as mental or emotional training helps them to choose a career confidently and independently (van Vianen et al., 2018). Alternatively, psychological control by parents is sometimes negatively associated with children´s personality which seems to pressurize the children to choose the same career as their parents instead of taking the independent decision of their choice because the main purpose of parents is to involve the next generation in business for securing the family legacy (Garcia et al., 2019).

To decide the career as a successor, the family members need responsible behavior, participation, and bonding with family members to get the desired position in a family business. For example, next-generation members who show more interest in their family business, choose their career as a successor in the future. Moreover, these family members participate at a young age in key business activities which shape their personality of future successors (Schröder et al., 2011). Moreover, the family members who start their career as an entrepreneur have creative skills and their skill of generating innovative ideas help them to start a new venture of their own choice. Research shows that females prefer to start their own business with innovative ideas different from their parents (Schröder et al., 2011). Whereas Bizri (2016) stated that qualified individuals who get experience in their family business become future entrepreneurs because their education and experience motivate them to start a new venture and avail opportunities. Moreover, parents with entrepreneurial characteristics become role models for their children and young generation´s members,

therefore, they start their new business as an entrepreneur by using the same links of their parents in the market (Phillip et al., 2006). Further, some members of the next generation choose a career as an employee outside the family firm whereas independent nature, less bonding with family, and willingness to work outside the family firm encourage the family members to choose a career of their choice (Schröder et al., 2011).

Additionally, immigrants prefer to become an entrepreneur or start their business due to strict rules of the labour market in the host country (Buttler & Sierminska, 2020). In 2014, Klinthäll and Urban stated that in Sweden, most immigrants are the founders of their businesses because due to difficulties in getting a job in Sweden they preferred to start their own business and hence make opportunities for their next generation. However, Zhou criticized that immigrants started their new ventures due to fewer capabilities of competing in the Swedish labor market and due to poor economic conditions (Zhou, 2004). I disagree with Zhou's statement because immigrants take the risk to come abroad, and risk-taking attributes help them to take a further risk and become an entrepreneur. Additionally, choosing the career as a self-employed is custom in their home countries which motivates them to choose the same career in the international market (Lina & Mats, 2010). Further, Boyd (2020) argued that the language barrier and discrimination limit the job opportunities for immigrants in the international market. However, the place with higher ethnic concentration also encourages the immigrants to become the owner of the business because of the same cultural background. Moreover, age, marital status, and years of living in a foreign country increase the chances for immigrants to start their businesses (Martín-Montaner et al., 2018). There are some pros and cons of choosing a career within the family business by immigrant´s children, for example, they gain the benefit of job opportunity in their family business instead of seeking and exploring the career outside the firm while on the other hand there is a drawback of selecting career within the family business, for instance, not gaining the new knowledge, social links, and experience from the employers outside the firm (Klinthäll & Urban, 2014).

In 1960 there were equal rights for wages for both immigrants and Swedish workers (Lundborg, 2013) whereas until 1990 career opportunities for immigrants were reduced as compared to Swedish people. However, in 1999 the Swedish government made a policy to reduce this discrimination in which equal job opportunities were offered to both immigrants and Swedes. The immigrant´s career is still at risk because of cultural differences as

compared to native swedes even though they learn the Swedish language, educate themselves from Swedish institutes, and get married to native-born (Duvander, 2001).

2.2 Types of career decision

Family members make decisions about their career because of different factors and take role entry decisions, role participation decisions, and role exit decisions whereas the careers are not always the personal choice of individuals but decisions are also taken under the influence of several factors (Powell & Greenhaus, 2010).

2.2.1 Role entry decisions

In role entry decisions, family members make career choices in a particular job´s field where they work as a full-time employee or part-time employee, they get education according to the desired profession, their goal is acquiring a certain job in a particular company and creating a new venture. Moreover, some individuals select professions due to their skills, qualification, beliefs, and family expectations. Further, role entry decision is also related to the entrepreneurial decision of an individual who starts a new business due to demographic attributes, personality traits, social networks, and personal desire. The phenomenon of entrepreneurship is considered as a male attribute instead of female characteristics. However, female entrepreneurs have great importance in the country´s economy whereas the female ratio is less than men in starting a new venture. Therefore, career decisions depend upon gender specification (Powell & Greenhaus, 2010).

Parsons (1989) highlighted that career is influenced by opportunities, talent, creativity, and barrier, for instance, an immigrant career is affected by the language barrier in a foreign country. Parents play a vital role in pursuing their young generation to join the family business or choosing a career of their choice. Based on social cognitive theory (Rogers & Creed, 2010) parents’ perception of involving the young members in a family business can affect the professional decision of the next generation which increases the commitment of family members to the family business. Moreover, training and motivation from parents increase the desire of the young generation to work in the family business (Akhmedova et al., 2020). Further, the individuals take entrepreneurial decisions due to their personality attributes which motivate them to start their new business, for example, independent nature, experience, education, and skills motivate them towards entrepreneurship.

Moreover, native-born and skillful immigrants can manage their careers promptly, for instance, there are more job opportunities for Swedish people as compared to immigrants and if immigrants learn the language and get other labor skills then they can choose a better career (Duvander, 2001). Further, immigrants become entrepreneurs for their career development because of discrimination and language barriers in the host country. Additionally, their community also helps them to develop their career. Therefore, due to fewer job opportunities, they utilize their ethnic resources to become an entrepreneur (Zhang & Chun, 2018). Whereas after taking experience from the family business, the aspiration of family members to develop their career persuades them to start a new business or gain more opportunities. Some entrepreneurial attributes such as creating innovative ideas and taking a risk, help them to develop their career in the family business (Chalus-sauvannet et al., 2016).

Murphy and Lambrechts (2015) investigated the two ways of finding a career by next generation´s members either inside the family business or outside the firm. However, the reason to choose a career within the family business is the intention of survival of family business where they prefer the business´ interest on their self-interest. Although, many career choices are made at a very young age whereas some family members also make decisions of their careers as an adult. Thus, there is no age limit for family members to make decisions about their careers because often members at maturity return to the family business after doing the job with non-family employers and utilize their experience and knowledge within the family firm. However, Schröder et al., (2011) demonstrated that personality, self-identity, gender, and parent´s control affect the career decision of the next generation. Whereas Handler (1990) proposed that some next-generation family members prefer their family and business more than their self-interest to facilitate the family business while they choose the career of their choice at a later age.

2.2.2 Role participation decisions

These decisions are related to the time and feelings of family members in which they participate in different kinds of jobs by achieving and diminishing opportunities. For instance, they prefer their family values over their interest and therefore they neglect the projects due to family responsibility. Moreover, role participation decisions are also related to the number of working hours that an employee gives to his job, for example, more time given by a family member to a family firm, generate a successor in the family business.

However, research shows that female give fewer working hours to jobs as compared to men because of domestic responsibilities whereas male member is mostly full-time employee while females are part-time employees. Additionally, as an owner of a firm, females spend less time in their business than men (Powell & Greenhaus, 2010). However, intentions of next generation´s members to choose the career in the family business might be different due to weak or strong bonding between parent and child, for instance, the weak relationship of parent and children encourage them to choose a career outside the family business (Eddleston & Kidwell, 2012).

Planning a career gives the right direction to a family member in selecting their career but planning does not mean choosing only one career throughout life even someone is not satisfied with it. Moreover, career planning is crucial for an individual´s career success which helps them to choose the career of their choice and make an independent decision about it (Krumboltz, 2009). Thus, family members who make independent decisions, become an entrepreneur. The careerist theory stated that people choose their career as an entrepreneur due to having financial resources or capital, knowledge, and skills whereas the ratio of women is less than men in occupying capital (Buttler & Sierminska, 2020). Further, the risk taking abilities and less emotional nature of men encourage them to start their career as an entrepreneur as compared to women (Sarah, 2010). However, females become entrepreneurs due to fear of lacking jobs and finding more job opportunities (Buttler & Sierminska, 2020). Whereas the entrepreneurial attributes of individuals such as the behavior of seeking opportunities help them to survive in a new environment whereas societal relationship and networks increase the knowledge of family members and provide a competitive advantage. Further, these individuals have more knowledge, experience, and opportunities than those with traditional careers (Gerli et al., 2015). Thus, personality attributes and availability of more opportunities give preference to male members over females in choosing an entrepreneurial career.

The less involvement in business and less emotional support from parents encourage the next generation members to choose a career outside the family firm. Moreover, career opportunities and experience gained from other firms also motivate them to select careers outside the firm (Clara et al., 2020). Research has shown that the daughters who do not have their desire for certain positions in the family business perform a better role as an employee as well as owners in a business because their main purpose is to make the business successful rather than earning money. Therefore, they prefer to work in their own family business

instead of choosing another career (Sharma, 2004) while some female members have more interest in a leadership position and thus to earn higher income as an employee although, they don’t have the interest to become a successor in the family business (Zellweger et al., 2011). Further, the family business background of individuals and personality attributes motivates them to start their own company as an entrepreneur. The freedom of taking independent decision motivate the family members to choose the career of their choice outside the family business (Sharma & Manikutty, 2005) whereas the job opportunities outside the family business depend upon the personality attributes and qualification of family members which help them to choose the career of their choice (Dawson et al., 2015).

2.2.3 Role exit decisions:

The decision to leave a job or business, taking retirement, and selling a business due to problems associated with business, employer, and family. However, some time jobs are acquired due to family expectations, prioritizing jobs of interest, self-employment, and financial preferences while the ratio of leaving a job is more common among females as compared to men. (Powell & Greenhaus, 2010). Hence, family members who cannot get the desirable leadership position in the family business and decide to quit the family firm and find a job outside the family business according to their skills and interest. Moreover, there is a ritual in certain family businesses that job priority is given to the eldest son in family business whereas daughters are not treated parallel to sons in business because sons are trained at an early age in business and their collaborations with other employees and customers in the business provide them more awareness about family business´s background which help them to continue a successful career in the family business for a long time. Further, daughters are assigned an undesirable position in the business, and sometimes their abilities are underestimated (Akhmedova et al., 2020). Therefore, they decide to work as an employee outside the family firm. However, the gender gap is due to some traditional belief and less access of female for resources as well as networks which is a drawback to avail more opportunities, therefore, men are more involved in business activities while the females are involved in business due to family associated reasons, but they are not assigned leadership positions in the business. Whereas the gender difference is visible in both professional and self-employed careers (Sarah, 2010).

There is a custom in some families for male and female career selection, for example, the jobs of females are considered inside the house due to their personality attributes such as

sympathies, emotionally supportive, careful, and sensitive nature while men´s jobs are believed in the outside environment due to their independent, risk-taking, and decisive nature (Powell & Greenhaus, 2010). The demand for male members is higher than female members in the professional field because home and children’s responsibilities are associated with females and thus have more chances of absenteeism (Buttler & Sierminska, 2020). Therefore, female members prefer to do the job as part-time employees outside the family firm or do the job for fewer working hours.

Choosing a career within the family business is not always the main priority for next-generation members because they also have alternate plans for their careers. However, they choose a career outside the family business with the desire of a better position and return to their family firm after few years at its growth stage to gain the required leadership position in their family business. However, their experience outside the family firm and their aspiration of leadership position in the business help them to choose the best career (Chalus-sauvannet et al., 2016).

Usually, the members of the incumbent generation start the business as an entrepreneur (Nordqvist & Zellweger, 2010). Whereas the previous knowledge of family firm helps the next generation members in making good decisions as entrepreneur and avail opportunities because based on past knowledge they can gain new knowledge, access to latest technologies, and get more awareness of the market (Le Breton-Miller et al., 2015). Due to various reasons, the members of family business perceive themselves as an entrepreneur (Frank et al., 2010). For example, opportunistic behavior, experience, the desire of adapting new knowledge, and skills help them to become an entrepreneur. Moreover, seeking opportunities is an important aspect of the entrepreneurial process in family businesses. Thus, this entrepreneurial attribute encourages the next generation members to exit the family firm and start their own company (Greenhaus et al., 2010). However, starting a new business and approaching a new market depends upon new opportunities. Whereas opportunities depend upon the qualification and previous experience of individuals, for example, they perceive the opportunity based on education and experience (Tegtmeier & Classen, 2017). Moreover, Parents with entrepreneurial mind-set make their children responsible for choosing career independently and give freedom for making decisions which help them to become an entrepreneur (Dyer & Handler, 1994). According to Cai et al. (2019), male members of the family business have shown more responsible behavior for

planning the career as compared to women because responsibilities of women change after marriage.

The phenomenon of immigrant entrepreneurship is gaining importance nowadays. In the host country, the immigrant focuses on jobs and new culture which shapes the multiple identities of individuals because by switching and getting different jobs they gain different professional identities (Zhang & Chun, 2018). Whereas Hall (2002) claims that identities change with career development, for example, the employee can have an identity of entrepreneur, and similarly, immigrants adopt new jobs by switching from old to new identities. According to Mats (2004), the rate of starting new businesses by immigrants is higher among less educated people in Sweden. Moreover, the personality attributes of immigrants such as skills and qualifications are determinants of a career in the Swedish market which helps them to get a job or start their own business. I contradict here because skillful and highly educated immigrants also face problems in getting white collars jobs in Sweden because of cultural differences (Duvander, 2001). However, the immigrant entrepreneurs take higher risk by doing investment in the international market as compared to those immigrants who works as an employee whereas immigrants require abilities for using the resources effectively in business. Further, there are certain barriers in the foreign market, for instance, lacking language proficiency, fewer opportunities of getting the job, and discrimination which encourage the immigrants to leave part-time jobs and choose their career as an entrepreneur. Most immigrant businesses are owned by males instead of female members (Mats, 2004). Additionally, immigrants prefer to start their business instead of working as salaried employees due to barriers in the labor market of a foreign country (Buttler & Sierminska, 2020).

2.3 Career factors

The career factors that affect the career of an individual are mentioned in figure 1. These career factors influence the choices of family members and immigrants ‘career decisions. Three types of factors are involved in the career decision of family members such as cultural factors, family factors, and personal factors while there are sub-categories under each factor.

2.3.1 Family factors

2.3.1.1 Family background and support

Parents support their children in the family business in different ways that influence their career choice. For example, a parent can choose and train their children by keeping trust in

their skills where they declare at an early stage about their future´s career in the family business. Therefore, family members perceive their career in the family business at an early age. The involvement of family members at childhood age makes them aware of strengths and weaknesses of their family business and the familiarity about problems associated with the business. Whereas the knowledge about suppliers and customers guarantees their career as a successor in a family firm (Baù et al., 2020). Moreover, family members decide to start a new venture due to encouragement from family and the reason to start a new business is freedom, interest, higher salaries, and lack of command. Similarly, the husband´s moral and financial support encourages the wife to start a business (Buttler & Sierminska, 2020).

Family supports take towards development and due to this motivation, next-generation members show more commitment in business and make entrepreneurial decisions. Financial and emotional support is given to the first or eldest child in some traditions thus, the first-born child has more experience and involvement in the family business. However, in most family businesses the job is assigned to the eldest son whereas the eldest daughters have fewer chances to get the position, and priority is given to the second-order male child (Gimenez-Jimenez et al., 2020) while Maxfield et al. (2010) argued that women do not have risk-taking abilities as compared to men because of less decisive nature. Therefore, they do not get support from family members in getting a leadership position.

2.3.1.2 Family pressure and expectation

There are multiple reasons for choosing a career within the family business, for example, parents demand to take responsibility for a family business, family expectations, more opportunities within the family business, and retaining the family legacy trigger the family member to select the career within the family firm. The family members feel satisfaction by meeting the expectations of the family which increase their relationship with family members and also develop the business whereas family pressure also forces the family members to choose a career within the family business while some family members are expected by other family members to acquire leadership position in the business (Dawson et al., 2015). Hence, they perceive pressure due to sacrificing their interest over family interest. Conversely, the young generation has also expectations with the incumbent generation to get support in the family business. Therefore, the incumbent generation should respect the feelings of young members and support them in achieving the desired position in the family business (Miller & Le Breton-Miller, 2006). Thus, honor and support from parents encouraged the children to choose a career within the family business.

Moreover, unfair treatment from parents for some children motivates them to choose a career outside the family business which develops conflicts among family members and finally causes the failure of family business because the perceiving behavior of some family members for not getting desire position in family business takes them away from the family business. Thus, there should be a culture in the family firm to involve all family members in the family business, for example, all members should participate in the discussion of business activities whereas they should have equal opportunity to take decisions independently. Hence, the jobs should be assigned according to their abilities instead of judging only their involvement in business because some members may perceive that they have less involvement in business but more abilities to get desired position (Matser et al., 2020).

2.3.1.3 Parental role model

Some parents become role models for their next generation because next-generation members see the involvement of their parents especially fathers in business and therefore, they want to acquire the same business routine with similar networks, suppliers, and knowledge. Moreover, some male family members want to get similar education like their father instead of their mother because mothers keep a balance between work and family and are not responsible for higher income as compared to fathers. Additionally, aggressiveness, independence, and control are associated with the father´s personality which is followed by a male child in choosing the career within the family business. Other than that, some personality traits of next-generation members such as cognitive abilities, decisive role, and feelings also encourage them to imitate their parents in choosing a career. Alternatively, some family members do not want to join their family business and they do not want to follow their parents because of their independent nature, creativity, risk-taking abilities, and self-beliefs. Parents with an entrepreneurial mindset become role models for their next generation. Moreover, members of the next generation who observe their parents as self-employed become entrepreneurs in the future (Chlosta et al., 2012).

2.3.2 Cultural factors

2.3.2.1 Demographic attributes

Demographic qualities such as age, education, gender, and birth order affect the career of family members in family businesses therefore, family members choose their career as a part-time employee, full-time employee, and as a successor of the family business. The age is considered for choosing a career due to the educational aspect because if family members

get business-related education at a specific age, may join the family firm, or choose the career of interest outside the firm whereas higher education is important to become innovative. Whereas most, family members are willing to join the family firm after completing their graduation. However, at adult age, the family members get a leadership position in business and they consider their parents as a role model. Further, the main purpose of the predecessor is the growth of the business which they usually decide at age of maturity after 60 years and some time they do not want to transfer control to next generation. Research shows that eldest sons are more willing to join family business because of family pressure, responsibilities, and parent’s expectations. Hence, most of the firstborn sons start a successful career in the family business while fist born daughters are not prioritized for a leadership position in many family businesses (Stavrou, 1999).

Further, demographic factors such as ethnic group, gender, education, age, occupation, and beliefs affect the career choices of individuals while few of them are more dominant in career choices. For example, people feel comfortable by doing a job with a person having the same demographic characteristics. However, demographic dissimilarities on the job cause less satisfaction of the employee, for instance, if the employer and employee have different beliefs then the employee either quit the job or start his own business (Derek et al., 2012). There are certain rules for immigrants to do jobs in Sweden and they face different challenges such as language barriers and finding a job by multiple sources whereas their next generation member also faces these hurdles for doing job in the host country even though they get education in the host country. The population rate of immigrants is higher in Sweden as compared to other European countries. However, government offer opportunities to immigrant to learn a language in different training institutes that is helpful to get a job (Jobs for immigrants.: (Labour market integration in Australia, Denmark, Germany, and Sweden), 2007).

The immigrant entrepreneurs in the host country help their community members to start their business by giving awareness about the rules and policies of the host country. Further, they provide them knowledge about the labour market, government policies, choice of professions, and industries. Therefore, the ethnic group with experienced entrepreneurs become role models for new immigrants in starting new businesses. Moreover, the rules and policies of the host country also matter in starting businesses or becoming an entrepreneur (Tavassoli & Trippl, 2019). In Sweden, the rate of the old-age population is increasing which increases the rate of retirement therefore, the demand for the young population increased in

the labor market of Sweden that is balanced by immigrants (Hedberg & Pettersson, 2012). There are some standard rules and policies set by the migration board for the immigrant’s labor market. According to those policies, if immigrants earn 13,000 SEK per month by doing a contract of two years with employers, then they get a work permit. However, if immigrants cannot get a work permit within a specific time, then they cannot get permanent residency in Sweden. Therefore, self-employed immigrants get permits easily by starting a new business (Woolfson et al., 2014).

2.3.2.2 Cultural identities and ethnic group

Some professions declare the cultural identity which is visible by interacting with community members. However, some people choose professions according to their cultural identity. Moreover, cultural identities are maintained through the transition of businesses to the next generations (Farias & Asaba, 2013). The ethnic group triggers the entrepreneurial process in immigrants due to familiarity of individuals with choice and taste of their cultural group members whereas research shows that most immigrants start their businesses in those specific places in Sweden where they find more people from their community because they take advantage of increasing profit by selling their traditional products to a same ethnic group which also benefit the immigrant´s community to approach the resources of their country of origin. Alternatively, these immigrants are unfamiliar with the rules and culture of the host country due to strong interaction with their traditional community. Additionally, immigrants are inspired by the experienced people of their ethnic community who share knowledge of starting a new business with them (Tavassoli & Trippl, 2019). Thus, immigrants become entrepreneurs to survive in the host country.

Moreover, male immigrants become an entrepreneur in the host country due to less job opportunities while women entrepreneurs are common due to fewer education, experience, and financial need (Hedberg & Pettersson, 2012).

2.3.2.3 Social networks

Family members who choose their career outside the family business have not accessed networks generated by the family business. Therefore, they have limited human resources due to working outside the family firm. While the family members who start their career within the family business, have the benefit of these resources because of involvement in the family business and access to networks (Baù et al., 2020). Hence, family members prefer to work within the family firms due to the accessibility of networks. Whereas lack of networks is a factor that influences the immigrant’s business because due to their cultural

background they cannot get the required competitive advantage in the Swedish market. However, business experience from the country of origin and connections with the community in the foreign market encouraged them to start their own business in the international market (Martín-Montaner et al., 2018). Thus, due to these factors, immigrants prefer to start a new venture in Sweden. Additionally, social networks assist them by sharing knowledge and skills which leads to innovation. Moreover, they provide emotional and financial support in starting a business to their community members (Joyce Koe Hwee & Gomathi, 2010).

2.3.3 Personal factors

2.3.3.1 Personality traits and Personal desires

The desires of family members to join or not join the family business depends upon their personality´s characteristics and skills whereas some members want to explore their career outside the family firm (Chalus-sauvannet et al., 2016). Moreover, certain beliefs, knowledge, experience, and awareness affect the personality traits whereas these personality traits become drivers for entrepreneurial actions, for instance, a person with high risk-taking ability and acceptance of uncertain conditions help him to take entrepreneurial decisions in his career (Joyce Koe Hwee & Gomathi, 2010).

Moreover, a person with personality traits of facing new challenges and accepting new changes helps him to start his career as an entrepreneur while a person with social nature who has more interaction and communication with external networks, facilitates him to develop his business. While some people have rules and beliefs about their career, therefore, they show a more responsible attitude about their profession. Additionally, a person who face challenges and struggle due to competitive labour market, prefer to start own business (Joyce Koe Hwee & Gomathi, 2010).

Research shows that men and women choose the career of starting a new business due to various reasons. For example, females start their business according to their skills in which they feel independent while males prefer to start their own business due to financial reasons, freedom from rules imposed by the employer, and to reduce work pressure (Buttler & Sierminska, 2020).

Research shows that qualified and experienced people plan their careers more effectively as compared to the unskillful person and hence they set their goals before choosing a career (Quigley & Tymon, 2006). Discussion among the family members helps them to make appropriate decisions about the career through which young family members may express their desire for a suitable position in a family firm (Dyer, 1989). Thus, discussion can be considered one aspect of training that is delivered from the incumbent generation to the young generation in which they get confidence to make their career decision independently. Additionally, parents’ aspiration for a better career for their next generation motivates young members to get higher education and experience (Ashby & Schoon, 2010). Moreover, the next generation´s members who join and start training in the family business at an early stage become dependent on their family business because the experience and expertise which they acquired from their business cannot be applicable outside the family business and therefore, they decide to work within a family business (Dawson et al., 2015). Moreover, training and motivations are necessary for choosing a career within a family business (Chalus-sauvannet et al., 2016).

For immigrants completing education in the foreign country has great importance as compared to the education of their native county, for example, when members of their second generation get schooling and higher degrees from Swedish institutes then they gain all skills which fulfill the job criteria of working with Swedish employer because by understanding the Swedish culture, language, and personal attributes they get equal job opportunities same as Swedish native employees. Moreover, when immigrants get to marry a Swedish spouse then they also have chance of a better job because of Swedish networks and more information about the labor market. Thus, cultural awareness is necessary to select a better career in the international market. Further, the immigrants who cross the language barrier and learn Swedish very well then good communication skills increase the job opportunities for them (Duvander, 2001). However, immigrants with lower education levels and lack of language skills, prefer to start a new venture (Raijman & Tienda, 2000). Whereas Buttler and Sierminska (2020) also emphasized that individuals prefer to become the founder of their businesses due to less education and experience whereas the ratio of males is more than female.

Figure 1: Career factors that influence the career choices of family members and immigrant´s career decisions.

2.4 Career stages

Family members pass through different career stages whereas they contribute to their firm at each stage. Each stage portrays the career roles of individuals which they perform at each stage and illustrates their career goals, responsibility, and their relationship with the firm. These stages are called exploration, establishment, mentoring, and declining stages, respectively. Every individual has separate belief and choice for their career and these choices change at each career stage whereas family members perform different roles at each career stage (Low et al., 2016).

At the exploration stage, the routine tasks are done by family members where they search for appropriate career choices. When a member from a young generation or incumbent generation takes initiative to start a business or to do a job, then, in the beginning, they face challenges, but they learn from these challenges. During which they identify the most challenging task and the task that are most important to consider. Due to previous experience or lack of experience, they learn more in new business. While some members take help from experienced people. At this stage, individuals are innovative, and they try to solve the problems they face, either by making changes or generating new ideas. However, this learning process and experience help them to further develop their career. Moreover, they require guidance from experienced people and a connection with the network to gain more knowledge. At this stage, education and skills are necessary to make precise decisions about business (Dalton et al., 1977). Thus, the initial stage of a career is about seeking opportunities, planning, and discoveries.

2.4.2 Stage 2 (Establishment stage)

At this stage, the individuals can perform tasks independently without any supervision. Their interest in developing the business increases at this stage by enhancing their abilities. They spend more working hours and participate more to achieve the goal. More planning is involved at this stage where they use capabilities and knowledge to achieve the goal. Their upfront responsibility is to handle the task and bring improvement at this stage and some individuals stay in this stage in their whole career (Dalton et al., 1977).

2.4.3 Stage 3 (Mentoring stage)

At this stage, individuals feel more responsibility to guide other people in establishing their businesses and share their knowledge with them because of their experience of many years, more knowledge, and capabilities. They take the decisive role to give a solution to certain problems and become role models for others. thus, businesses expand at this stage due to their strong relationship in the market. At this stage, they perform the role of supervisor to observe all activities of the business (Dalton et al., 1977). Thus, it is the learning stage for the next generation and the guiding stage for the incumbent generation where routines are more organized.

At this stage, decisions are made for the survival of a business. The people who reach this stage are innovators or entrepreneurs. The member of the incumbent generation performs the role of leader and encourages their young generation at this stage to involve in business activities. At this stage, more planning is done by the incumbent generation and the next generation, collaboratively for expanding the business whereas they avail more opportunities.

The individuals have a good reputation inside and outside the firm that is the achievement of their career goals. Just like stage three, here the role of individuals is as a supervisor who assesses and gives advice as well as provides feedback on the performance of the next generation. The individuals at this stage retire or move to the next stage of management position (Dalton et al., 1977). Thus, the stage of selecting a successor in the family and maintaining the family business from generation to generation.

3 Methodology and Methods

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This part of the study demonstrates the methods linked to our purpose. This section is started with the research philosophy and the reason for choosing the inductive method with semi-structured interviews is explained. Further, the analysis part is outlined whereas discussion and ethical considerations are described at the end of this chapter. Empirical findings through semi-structured interviews were done from family members in family businesses, located in Jonkoping, Malmo, and Gothenburg in Sweden.

This section can be described by the four layers model of Easterby-Smith (2018) that highlights the relation of ontology, epistemology, methodology, and method and techniques shown in figure 2. The innermost part consists of ontology which gives the idea of reality. While the second layer is an epistemology that signifies the ways to acquired knowledge. The third layer is called methodology that is about the qualitative method used for research whereas the last layer is about the method and technique used for gathering and analyzing data, for instance through semi-structured interviews.

Figure 2: Trunk tree of research

3.1 Research philosophy

The researcher must understand the research philosophy to further design the research activities. The first two layers of trunk tree, ontology, and epistemology belong to research philosophy. Moreover, different philosophical terms are used to talk about data collection method and their connection with each other. For example, ontology is a philosophical term used to tell us about reality and live events. This study provides the philosophical term relativism that gives relevant and actual data of informants. To analysis the career choices of family members within the family businesses, I collected the information from participants who have family businesses.

while epistemology is about empirical data collected by the researcher in which grounded theory and case analysis are used while epistemology is further divided into constructionism and positivism (Easterby-Smith, 2018). In this study, I have used the social constructivist

approach because I have gathered real data by interviewing diverse people who gave various opinions based on their experiences about their career choices in the family business.

3.2 Research Design

The research design aims to outline the actions to find the purpose of the research and answer the research questions whereas literature was reviewed to get insights into the topic related to the career choices by family members and immigrant´s career decisions in family businesses. Further, research design gives a justification of collected data for instance, from where the data is collected, which source was used to collect the data, and how can provide answers for research questions. Research design depends upon the philosophical term used by the researcher. Moreover, research design represents methods and techniques applied in research. I have used the qualitative research method and research was designed to explore the career goals, development, and planning of career choices in family businesses (Easterby-Smith, 2018).

3.3 Research approach

There are two methods of research approach inductive and deductive whereas deductive is used for quantitative study and inductive is highly recommended for qualitative research. Further, to answer the research questions and address the problem, I have used inductive methods for my qualitative research in which data gathered from informants is analyzed and then themes are generated from codes (Easterby-Smith, 2018). The difference between the two approaches indicates that the inductive approach emphasized why it is happening whereas the deductive approach spotlight what is happening (Saunders et al., 2016). Thus, the inductive approach is suitable for this study because new concepts are emerging by using grounded theory and analyzing the data collected from informants (Gioia et al., 2013). Thus, qualitative research is an exploratory approach that provides the answer to research questions from empirical data.

3.4 Research strategy

To gain the purpose of the research, I have used the qualitative research method and conducted semi-structured interviews to gain more insights into the topic related to career choices of family members (Saunders et al., 2016). There are two types of sampling design probability and non-probability sampling. In probability sampling there is an equal chance of including each member of the population in the sample while in non-probability sampling,

there is a non-random selection of population where each member does not have a chance to be included in the sample, for example, members are chosen according to the applicability of the study. Moreover, purposive sampling is a type of non-probability sampling where the researcher is already familiar with criteria and chooses the participants according to the purpose of the study (Easterby-Smith, 2018). Thus, non-probability purposive sampling is used in this study.

3.5 Research Methods

3.5.1 Data collection

The topic of a family business is more interesting and fascinating for me because after studying family business in-depth, I decided, at the beginning of my master´s program, to choose as a thesis topic. Moreover, after realizing that Sweden is the land of family businesses, I decided to explore more by approaching these firms and taking real information for my study. Moreover, data was collected from various informants who were owners, predecessors, and successors in family businesses. However, after reviewing the peer-reviewed articles the topic was narrowed down to ´´careers choices of family members in family businesses and immigrants career decisions´´. During seminar 1, the supervisor suggested the comparison of Swedish family businesses with immigrant family businesses in choosing careers by family members, and few interesting articles were shared with me by the teacher. Moreover, literature was selected by searching the keywords ´´careers´´ AND ´´family business´´ in Scopus whereas filters were used to limit the search such as years from 2019 to 2021 were selected with the specific subject area of ´´Business Management and Accounting´´. Then 74 journals from 2020 and 66 journals from 2019 were found. Whereas in Primo the keywords ´´immigrant family business´´ AND ´´Sweden´´, ´´Self-employment´´, professional decisions´´, immigrant business´´ AND ´´Sweden´´ was used in advanced search engine and by using filters in the English language from 2019 to 2021 for exploring the latest articles. Further, different synonyms such as ´´career decisions´´, career development´´, ´´ AND ´´career goals´´ were used to search more articles and journals in different search engines like ´´Google Scholar´´ and´ ´primo´´. For selecting relevant articles, the abstract and conclusion parts of all articles were read before finalizing the article.

Saunders et al. (2016) stated that the data collection method should match with the purpose of the study whereas data can be gathered in various ways such as by interviews, observation,