This paper draws from organizational justice theory to consider the mechanisms through which nonfamily members’ perceptions of treatment (i.e., interpersonal treatment equivalent to that received by family-member employees, preferential treatment in favor of family-member employees) may shape their behavioral intentions within family businesses. Results from Study 1 (N = 173) demonstrated that organizational attractiveness mediates the relationship between perceptions of interpersonally equal treatment and job pursuit intentions. Additionally, results from Study 2 (N = 222) indicated that affective commitment may help explain the effects of both perceptions of interpersonally equal and preferential family-member treatment on turnover intentions. Job satisfaction was also found to mediate the influence of perceptions of interpersonally equal treatment on turnover intentions. Taken together, results from these studies may help to expand our understanding of outcomes associated with perceptions of interpersonally equal and preferential family-member treatment in family-business contexts.

本文借鉴组织正义理论，探讨了非家族成员对待遇的感知（即，相当于家庭成员员工所获得的人际待遇，有利于家庭成员员工的优惠待遇）可能会影响其行为意向的机制。家族企业。研究 1 (N = 173) 的结果表明，组织吸引力在人际平等待遇的看法与求职意向之间的关系中起中介作用。此外，研究 2 (N = 222) 的结果表明，情感承诺可能有助于解释人际平等和家庭成员优惠待遇对离职意向的影响。还发现工作满意度可以调节人际平等待遇的看法对离职意向的影响。综上所述，这些研究的结果可能有助于扩大我们对与家族企业环境中人际平等和优惠家庭成员待遇的看法相关的结果的理解。