Purpose

This study investigates the influence of inclusion of nonfamily employees in family firms on their intellectual, social and affective engagement at the workplace. Furthermore, the framework proposed in the study considers the possible moderating influence of procedural justice in the above relationships.

Design/methodology/approach

A conceptual framework is developed with the support of the self-determination theory (SDT) and the social exchange theory. The study tests a set of hypotheses using survey data from 654 nonfamily employees working in private family firms in Malaysia.

Findings

The results reveal that inclusion has a positive and significant relationship with intellectual, social and affective engagement. While procedural justice moderates the association between inclusion and intellectual and affective engagement, it does not moderate the relationship between inclusion and social engagement.

Research limitations/implications

The outcome of this study presents a nuanced understanding on how perceptions of inclusion of nonfamily employees by the dominant work group (DWG) (i.e. employees related to the firm owners) lead to positive firm-centric behavior among nonfamily employees.

Practical implications

The study provides clues to family firm managers for creating a work environment where nonfamily employees perceive a sense of belongingness while their uniqueness is appreciated in order to be more engaged at the workplace.

Social implications

Little is known about how diversity created within family firms by inclusion of nonfamily employees impacts organizations. The outcome of this study may reinforce the positive effects of inclusiveness in any social context.

Originality/value

Diversity researchers have studied the influence of inclusion in areas related to sociology and psychology. However, there appears to be a dearth of studies in terms of how nonfamily employees would behave in family firms when they perceive a sense of inclusion in an organization dominated by employees who are related to the owners of the firm. Hence, this study appears to shed new light on how inclusion of nonfamily employees in family firms influences their behavior.

中文翻译：

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家族企业中非家族雇员的包容性和员工敬业度：程序公正的调节影响

目的

本研究调查了将非家族雇员纳入家族企业对他们在工作场所的智力、社会和情感参与的影响。此外，研究中提出的框架考虑了程序正义在上述关系中可能产生的调节作用。

设计/方法/途径

在自我决定理论 (SDT) 和社会交换理论的支持下开发了一个概念框架。该研究使用来自在马来西亚私人家族企业工作的 654 名非家族雇员的调查数据来检验一组假设。

发现

结果表明，包容与智力、社会和情感参与具有积极而重要的关系。虽然程序正义调节包容与智力和情感参与之间的关联，但它不会调节包容与社会参与之间的关系。

研究局限性/影响

本研究的结果对主导工作组 (DWG)（即与公司所有者相关的员工）包容非家族雇员的看法如何在非家族雇员中导致积极的以公司为中心的行为提出了细微的理解。

实际影响

该研究为家族企业管理者提供线索，帮助他们创造一个工作环境，让非家族员工感受到归属感，同时欣赏他们的独特性，从而在工作场所更加投入。

社会影响

鲜为人知的是，通过包容非家族员工在家族企业内部创造的多样性如何影响组织。这项研究的结果可能会加强包容性在任何社会环境中的积极影响。

原创性/价值

多样性研究人员研究了包容在社会学和心理学相关领域的影响。然而，似乎缺乏关于非家族雇员在家族企业中如何表现的研究，当他们感知到在一个由与公司所有者相关的员工主导的组织中有包容感时。因此，这项研究似乎揭示了家族企业中非家族雇员的融入如何影响他们的行为。