The underrepresentation of women in high-level management positions in family firms has been traditionally imputed to gender barriers, which might be specific or non-specific to family firms. Leveraging the complementarity between qualitative and quantitative data and applying Qualitative Comparative Analysis (QCA), we find that family-specific barriers are intertwined with three types of motivation, i.e., extrinsic, intrinsic, and ethical, to predict the presence of daughters in high positions in family businesses. Three clusters have been accordingly identified, namely “no barriers”, “challengers”, and “rational”, offering alternative configurations of anthropological motivations and perceived family-specific barriers leading daughters to high positions.

传统上归因于女性在家族企业中担任高级管理职位的人数不足是由性别障碍造成的，性别障碍对于家族企业可能是特定的或非特定的。利用定性和定量数据之间的互补性，并应用定性比较分析（QCA），我们发现家庭特定的障碍与三种动机相互交织，即外部动机，内在动机和道德动机，以预测高职位女儿的存在在家族企业中。相应地确定了三个集群，即“无障碍”，“挑战者”和“理性”，提供了人类学动机的替代配置和感知到的家庭特定障碍，导致女儿升职。