Purpose

Although it has been implicitly or explicitly assumed that family business professionalization is indeed a multidimensional construct, there has been a tendency to confine it to the employment of nonfamily managers and delegating authority in academic research. Dekker et al. (2013) have made an impressive work in untangling the multidimensional structure of family business professionalization. This paper aims to introduce a more comprehensive multidimensional approach and a framework to understand and study family business professionalization by identifying additional dimensions.

Design/methodology/approach

The conceptual framework relies on insights derived from the literature on family business professionalization, occupational professionalism and organizational professionalism to reveal the broader multidimensionality of family business professionalization.

Findings

The proposed framework extends the definition of family business professionalization and offers additional dimensions which were grouped under five overarching headings: professionalization of management, professionalization of organizational structure, processes and operations, professionalization of family's relationship with business, professionalization of employees and professionalization of work environment and culture.

Originality/value

This paper contributes to the literature by providing a wider approach for the understanding of family business professionalization. It presents a new way of thinking about family business professionalization, underlining the importance of employees and organizational culture for the professionalization process in family firms.

中文翻译：

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推进家族企业专业化的多维方法

目的

尽管隐含或明确地假设家族企业专业化确实是一个多维结构，但有一种趋势是将其限制在非家族管理人员的雇用和学术研究中的授权。德克尔等人。(2013) 在理清家族企业专业化的多维结构方面做出了令人瞩目的工作。本文旨在通过识别其他维度，引入更全面的多维度方法和框架来理解和研究家族企业专业化。

设计/方法/方法

该概念框架依赖于从家族企业专业化、职业专业化和组织专业化的文献中得出的见解，以揭示家族企业专业化更广泛的多维性。

发现

拟议的框架扩展了家族企业专业化的定义，并提供了额外的维度，这些维度分为五个总体标题：管理专业化、组织结构、流程和运营的专业化、家族与企业关系的专业化、员工的专业化和工作环境的专业化和文化。

原创性/价值

本文通过提供更广泛的方法来理解家族企业专业化，为文献​​做出了贡献。它提出了一种关于家族企业专业化的新思维方式，强调了员工和组织文化对家族企业专业化过程的重要性。