Prior research on the antecedents of entrepreneurial orientation (EO) in family firms heavily relied on structural family-level characteristics but neglected the contribution of the business system. This may inhibit the current debate as it limits our understanding of the organizational mechanisms through which “familiness” is translated into EO. To elaborate the adolescent theory of EO in family firms and motivate future work on the topic, this article seeks to bridge the micro (family)-macro (firm-level EO) gap by introducing a multi-layer culture framework. Using an interpretivist single case study design, the theoretical utility of that framework is demonstrated by capturing the lived experiences of both family and nonfamily managers involved in shaping the organizational culture of a second-generation German family firm. The model that emerged from the analysis of archival and ethnographic interview data cuts across analytical levels and illustrates, in a fine-grained manner, how the identified cultural concepts operate and interact to stimulate EO. Specifically, it shows that family values of altruism and preservation are translated into EO by an organizational culture characterized by long-term and involvement orientation as well as psychological safety and empowerment climates. The model further uncovers the specific underlying processes of cultural transmission, such as building a quasi-family, demonstrating servant leadership behaviors, providing a written self-image, and applying value-based recruitment principles.

先前对家族企业中的创业导向（EO）前因的研究在很大程度上依赖于结构性的家族层面的特征，但却忽略了业务系统的贡献。这可能会阻止当前的辩论，因为它限制了我们对将“家庭”转化为EO的组织机制的理解。为了阐述家族企业中EO的青春期理论并激发该主题的未来工作，本文试图通过引入多层文化框架来弥合微观（家族）与宏观（公司级EO）的鸿沟。使用解释论者的单案例研究设计，该框架的理论效用通过捕获参与塑造第二代德国家族企业的组织文化的家族和非家族管理者的实践经验来证明。通过对档案和人种学访谈数据的分析得出的模型跨越了分析层次，并以细粒度方式说明了所识别的文化概念如何运作和相互作用以激发EO。具体而言，它表明利他主义和保存的家庭价值观通过以长期和参与取向以及心理安全和授权环境为特征的组织文化转化为EO。该模型进一步揭示了文化传播的特定基础过程，例如建立准家庭，展示仆人的领导行为，提供书面的自我形象以及应用基于价值的招聘原则。确定的文化概念如何运作和相互作用以激发EO。具体而言，它表明利他主义和保存的家庭价值观通过以长期和参与取向以及心理安全和授权环境为特征的组织文化转化为EO。该模型进一步揭示了文化传播的特定基础过程，例如建立准家庭，展示仆人的领导行为，提供书面的自我形象以及应用基于价值的招聘原则。确定的文化概念如何运作和相互作用以激发EO。具体而言，它表明利他主义和保存的家庭价值观通过以长期和参与取向以及心理安全和授权环境为特征的组织文化转化为EO。该模型进一步揭示了文化传播的特定基础过程，例如建立准家庭，展示仆人的领导行为，提供书面的自我形象以及应用基于价值的招聘原则。