The aspiration to thrive in the long run is among the most distinctive traits of family firms. On the one hand, a long-term view can spur the family firm to plan and secure its human resources (HR), thereby attracting local employees seeking stability, and retaining them for decades. On the other hand, low employee turnover can be a barrier to innovation, which is needed to survive and compete in the long run. Nevertheless, numerous family firms are renowned for being simultaneously excellent employers and outstanding innovators. Therefore, how can a long-term oriented family firm nurture its employees while pursuing innovation? We conducted a longitudinal case study on Carl Schlenk AG, a fourth-generation family firm consistently awarded for both its HR management (HRM) and innovation initiatives. Our investigation led us to identify distinct family firm characteristics of credibility, solidarity, and loyalty which engender a unique virtuous cycle of reciprocal reinforcement between sophisticated HRM and innovation practices, ultimately fostering mutual gains for the family firm and its employees. We offer contributions to HRM and innovation management research in the context of family firms and beyond.

从长远来看，渴望蓬勃发展是家族企业最显着的特征之一。一方面，长远的眼光可以促使家族企业规划和保障其人力资源（HR），从而吸引寻求稳定的本地员工，并留住他们数十年。另一方面，员工流动率低可能成为创新的障碍，而创新是长期生存和竞争所必需的。尽管如此，许多家族企业同时以优秀的雇主和优秀的创新者而闻名。那么，一个面向长远的家族企业如何在追求创新的同时培养员工呢？我们对 Carl Schlenk AG 进行了纵向案例研究，这是一家第四代家族企业，因其人力资源管理 (HRM) 和创新举措而屡获殊荣。我们的调查使我们确定了可信度、团结和忠诚等不同的家族企业特征，这些特征在复杂的人力资源管理和创新实践之间形成了一个独特的良性循环，最终促进了家族企业及其员工的共同利益。我们为家族企业及其他背景下的人力资源管理和创新管理研究做出贡献。