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Mendel University in Brno

Proceedings ICABR 2015

X. International Conference on Applied Business Research September 14 - September 18, 2015

Organised by:

Mendel University in Brno, Czech Republic, Universidad Politécnica de Madrid, Spain, Slovak University of Agriculture in Nitra, Slovak Republic and Kasetsart University, Thailand

© Mendel University in Brno, Czech Republic ISBN 978-80-7509-379-0

Contents Akhmedova Anna / Succession as Career Choice – An Exploration of Female Motivation ... 11 Aldaz Natalia, Millán Joaquín / An Analysis of House Prices and Economic Activity in the Frequency Domain for Selected OECD Countries ................................................................23 Almádi Bernadett, Szilágyi Pál Tibor, Szarvas József, Rácz Gergely, Lajos Attila / Opportunities of Making Use of Renewable Energy in Growing Mushroom Through a Hungarian Case Study .........................................................................................................37 Alvarez Eduardo Von Bennewitz, Aliaga Patricio, Díaz Ximena Quiñones, Bravo Juan Pablo Hernández, Madariaga Victor Manuel Moya / “Vitrina Campesina”: Contribution of ICT to Agritourism Development in the Maule Region, Chile ...........................................................44 Asfourová Nicole, Konečný Ondřej, Miškolci Simona, Lategan Francois, Zdráhal Ivo / Community-supported Agriculture: Towards the Framework for assessing its functionality in the Czech Republic ..............................................................................................................52 Babayan Davit, Herzfeld Thomas, Kadlečíková, Mária / Commercialization Of Regional Agricultural Supporting Centers In The Republic Of Armenia ...............................................60 Badalyan Gohar, Rajcaniova Miroslava / The Impact Of Infrastructure On Agricultural Production: The Case Of Transition Countries .....................................................................72 Bajusová Zuzana , Pavľakova Stanislava, Bajus Peter, Dobák Dušan / Impact of Biofuels Production on the Structure of Agricultural Land in Visegrad Countries ................................ 91 Bamwesigye Dastan, Pomazalová Nataša, Tamáš Vojtěch / Socioeconomic Development in Context of Economic Changees in Commodity Chain of Cofeee in Uganda, East African Region ................................................................................................................................101 Bartova Lubica, Konyova Veronika / The Slovak Regional Economy Structural Changes and European Integration ..........................................................................................................108 Bergamini Tiziana Priede , Navarro Cristina López-Cózar , Hilliard Ivan / Analysis of The Relevance of Crowdfunding as an Alternative Source of Finance for Social Enterprises .... 115 Blažková Ivana , Chmelíková Gabriela / The Impact Of Import Competition On The Development Of Market Concentration In The Czech Food And Beverages Industry ......... 129 Blizkovska Marie, Groenewege Hoppener, Tirza / Multisensory stimuli and memory: the effect of sensory conflict in memorizing audio-visual stimuli ............................................... 136 Blizkovsky Petr / Management of economic change: a case relating to the agriculture policy of the European Union........................................................................................................141 Braha Kushtrim, Cupak Andrej, Pokrivčák Ján, Qineti Artan, Rajčániová Miroslava / Selected Aspects of the Food and Nutritional Security (FNS) and Demand for Food Diversity in the Case of Kosovo ..................................................................................................................154

Cabicarová Monika, Bajtová Kristýna, Korecki Zbyšek / Food security in the refugee camp Dadaab ..............................................................................................................................167 Calzadilla Jesus, Lopez Jose Luis, Villa Aurelio, Fortini Julio / Preliminar Analysis Of Development Programs Performance................................................................................. 178 Corejová Tatiana, Kassiri Mário Al, Valica Marek / Comparison of Innovation Indexes within Selected EU Countries .......................................................................................................191 Darkwah Samiel Antwi, Máchal Pavel / The use of project management to ensure peoples right to food after natural disasters. ....................................................................................200 Dirgasová Katarína, Mandalová Kristína / Impact Of Legislative Imperfections On The Agricultural Land Market In Slovakia ..................................................................................206 Dobišová Mária, Šajbidorová Mária, Lušňáková Zuzana / Position of Unfair Competition as a Part of Economic competition in Conditions of SR .............................................................. 217 Dolinová Lucie / The Influence of Social Policy Expenditures on Poverty Reduction .......... 225 Drábeková Janka , Švecová Soňa / Solving The Microeconomics Problems By Using The Tools Of Geogebra .............................................................................................................235 Dudová Barbora, Tamáš Vojtěch / Canola – Price and Production Consequences ............ 241 Dvořák Tomáš, Samuel Antwi Darkwah, Zdráhal Ivo / Food Security in Zambia in the Context of MDGs .............................................................................................................................250 Gregáňová Radomíra Hornyák, Vaňová Alexandra Ferenczi, Krajčírová Renáta, Váryová Ivana, Košovská Iveta / Comparison And Assessment Of Credit Repayment In Terms Of Mathematics And Finance ..................................................................................................257 Gurbuz Bulent, Tipi Tolga / Small and Medium Enterprises: Threats for Sustainable Rural Development ......................................................................................................................267 Hanová Martina, Prokeinová Renáta Benda, Hallová Marcela, Čierna Zuzana / Economic Position of the Slovak Inhabitants in Europe....................................................................... 273 Hernández Sonia Benito, Jaime Manuel Platero, Sánchez Pablo Esteban, GarcíaSalmones-Fernández María Lourdes / The Influence of Cooperative Relations of Small Businesses on Environmental Protection Intensity ............................................................. 283 Hlaváčková Petra, Březina David / Benefits of the forest enterprise for the regional economy.. ..........................................................................................................................................312 Hooshmand Haniyeh, Afsar Amir / Prioritizing Of Knowledge Management Critical Success Factors In Electronic Banking Using Fuzzy Analytic Network Process................................ 322 Hoti Erind / Complexity and Timing of Technological Innovation in Small and Medium Enterprises and their Relationship to External Communication and Organizational Activities ...........................................................................................................................................335

Hrabálek Martin, Machačová Lucie / Changes in the Foreign Trade of Visegrad Countries in the Milk and Dairy Products ................................................................................................344 Hrdá Veronika / Competitiveness of Viniculture and Viticulture in Slovakia......................... 351 Hřivna Luděk, Kong Joany Lizet Hernández / Dynamics of Yield and Quality of Sugar Beet Decides About its Economic Expansion .............................................................................362 Hurnakova Jaroslava, Bartova Lubica, Fandel Peter / Investment Support and Farm Performance in the Slovak Republic ...................................................................................374 Husár Andrej, Paseková Natália / Corporate Social Responsibility In The Economy Of Slovakia .............................................................................................................................383 Chocholáč Petr, Tapachai Nirundon / Organizational resilience of SMEs in the Czech Republic: an exploratory analysis .......................................................................................395 Jarosz-Angowska Aneta / Trade Policy of the European Union and United States and its Impact on Mutual Trade Turnover ......................................................................................418 Judinová Eva / Determinants Of Slovakian Wine Exports: A Gravity Model Approach ........ 431 Kakol Magdalena Katarzyna / Theoretical Versus Real Benefits of the EU Internal Market ...... ..........................................................................................................................................439 Kania Józef, Żmija Janusz / Changes in Agricultural Knowledge and Information Systems: Case Study of Poland ........................................................................................................456 Kapsdorferová Z., Kadlečíková M., Bulíková N. / Product Innovation Through Selected Planning Method Used In Quality Management .................................................................. 472 Kollár Bohuš, Sojková Zlata / Z-Score: Does It Work? ........................................................ 480 Konečný Ondřej / Turnover of Rural Tourism Support in the Czech Republic: Changes in Programming Periods .........................................................................................................491 Kopeckova Martina / The Importance Of Technical Competences For Successful Project Management ......................................................................................................................501 Korecki Zbyšek, Staňková Magdaléna, Cabicarová Monika / Changing the level of food security due to changes in the level of safety in Central Africa ........................................... 507 Košičiarová Ingrida, Nagyová Ľudmila, Rybanská Jana, Holienčinová Mária / Celiac Disease: Consumer Behaviour In The Field Of Gluten Free Products In The Case Of Slovak Republic ...........................................................................................................................................522 Kozáková Jana, Palkechová Lucia / Agritourism And Rural Tourism In Slovakia (Selected Aspects) .............................................................................................................................541 Krizanova Anna, Majerova Jana / Corporate Social Responsibility of Car Brands and Slovak Customer's Perceptions Perceptions Perceptions .............................................................. 552

Kudrat Nurmetov, Pokrivcak Jan, Pulatov Alim / Assessment of land degradation costs in Khorezm, Uzbekista ...........................................................................................................561 Lajdová Zuzana , Kapusta Jaroslav, Bielik Peter / Price Linkages Between Biofuels And Food Commodities .............................................................................................................571 Lateckova Anna, Balesova Petra / Improvement Of Information Support System For Manager ..........................................................................................................................................580 Lesakova Dagmar / Seniors Lifestyle and its Role in the Perception of the Store Attributes ...........................................................................................................................................587 Lopez Jose Luis, Calzadilla Jesus, Villa Aurelio / A Proposal: “Agro-Erasmus” .................. 595 Malejčíková Alexandra, Kozáková Jana / Manufacturing of Food Products in Selected European Countries: Small and Medium - Sized Enterprises Categories Comparison........ 604 Martincová Marta / The Impact of Investment in Education on Labour Market in the Knowledge-Based Economy...............................................................................................618 Melo Daniel 5LFKWHU0DUWLQ5egional Disparities: Innovation Performance & Socio-Economic  'HYHORSPHQWLQ Slovak Agriculture ....................................................................................625 Millàn Joaquín, Aldaz Natalia / Explaining Size Economies in the Spanish Provinces ........ 633 Mravcová Anna / The Implementation Of Development Issues Into The Educational Process And The Preparing Of New Study Program At The Slovak University Of Agriculture .......... 645 Nambuge Dimuth, Lazorcakova Ema, Slovakova Dominika / Role of aid on international trade and its effects on chosen markets ............................................................................. 658 Niebauerova Daniela / General and specific factors of deforestation in Costa Rica and Nicaragua ...........................................................................................................................670 Nonthanathron Phiphat / Causal Factors of Socially Responsible Leadership Influencing on Corporate Image of Phuket International Airport ................................................................. 677 Oláhová Eva, Ujlaky Jozef / Implementation Techniques For Automated Deployment Of Operating Systems On End User Devices .......................................................................... 686 Országhová Dana / The Function of Two Variables – Useful Tool for Maximizing of the rofit and Utility ...........................................................................................................................690 Ostadzadeh Mahboubeh, Afsar Amir / Modeling the Factors Affecting Customer Trust in Meat Packaging..................................................................................................................698 Palát Milan, Dvořáková Šárka / Population Aging and its Potential Implications for Public Health Insurance: The Case of the Czech Republic ........................................................... 706 Palát Milan / Recent Attitudes Towards Immigration and Integration of Migrants in Norwegian Society ...............................................................................................................................715

Palkovič Jozef , Fusková Martina , Sojková Zlata / Competitiveness Of The Eu Regions: Comparison Of The Nuts 2 Regions Using Regional Index Of Competitiveness ................. 722 Paluchová Johana, Kleinová Katarína, Berčík Jakub, Horská Elena / The Perception of Merchandising Visual Components in the Fast Food Restaurants of Chosen Shopping Mall.... ..........................................................................................................................................730 Pavlakova Stanislava, Zentkova Iveta, Bajusova Zuzana, Dobak Dusan / Impact of Business Entities on Regional Development and Growth in the Slovak Republic ............................... 741 Peinador Dan, Jiménez María Antonia, Jiménez Vicente Jesús, Alberola José Ramón / The Role of Pharmacies in Disease Screening Using Wireless Systems ................................... 754 Phonesavanh Anousone / Thai Tourists’ Travelling Behavior, Satisfaction, Loyalty of Thai Tourists towards Champasak Province, Lao PDR .............................................................. 764 Piovarčiová Veronika, Piovarči Andrej / Financial Integration and the Global Financial and Economic Crisis..................................................................................................................777 Pokrivcak Jan, Tóth Marián, Zima Štefan / The Political Economy Of Capping Direct Payments In Slovakia .........................................................................................................783 Pokrivcak Jan, Záhorský Tomáš, Svetlanská Tatiana / Evaluation Of Technical Efficiency And Productivity Of Agriculture In EU Member States ........................................................ 797 Pomazalová Nataša / A Survey of Groups Involved in Mobilization of Sustainable Rural Movement ..........................................................................................................................807 Popelka Vladimír, Popelkova Marta / Non-Pathological Narcissism And Social Competence ... ..........................................................................................................................................814 Popelka Vladimír, Zaťová Marta / Posttraumatic Growth Among The Unemployed Without Working Experiences..........................................................................................................819 Randáková Monika, Bokšová Jiřina / Bankruptcy of Individuals in the Czech Republic ...... 824 Rehor Petr / Strategic Planning of Municipalities ................................................................ 834 Repiský Jozef / Assessment Of Risks In The Investment Project Of Cattle Production....... 841 Režňáková Mária, Karas Michal / Are Financial Bankruptcy Predictors Branch-Specific? Evidence from Czech Manufacturing and Agricultural Companies ...................................... 850 Richterová Lucia, Paseková Natália / Youth Employment In The Slovak Agricultural Sector Barriers To Business And Employment ..............................................................................870 Rost Michael, Tlustý Pavel, Klufová Renata, Lososová Jana / Uncovering of Interesting Structures in Bank Loan Data Through Bayesian Networks ............................................... 881 Rybanská Jana, Nagyová Ľudmila, Košičiarová Ingrida / Personality Of Consumer As A Predictor Of Irrational Consumer Behaviour Under The Influence Of Sensorial Stimuli ...... 888

Sapáková Eva, Horký Pavel / Economic Aspect of Garlic Production in the Czech Republic .... ..........................................................................................................................................897 Skorecová Emília, Ďurkáčová Petra / Importance Of Environmentally Oriented Accounting In Enterprise Effectiveness And Sustainability Management .................................................. 903 Smolík Josef / Brainstorming and its Applicability in Security Practices .............................. 911 Smutná Jana, Hübelová Dana / Selected Aspects of Immigration into the Kingdom of Sweden ..............................................................................................................................920 Somerlíková Kristina, Vykoukalová Zdeňka, Čermáková Denisa / Tourism Industry in Latin America ..............................................................................................................................928 Sredl Karel, Severová Lucie / The Flower Market in the Czech Republic and its Spatial Dimensions ........................................................................................................................936 Strouhal Jiří, Havlová Kristýna, Pernica Karel / Willingness of European Companies to ontime Presentation of their Annual Reports .......................................................................... 940 Stuchly Peter, Krutakova Petra / Analysis of a Process in Relation to the Enterprise Information Systém ............................................................................................................946 Suntraruk Phassawan / The Existence of Financing Hierarchy of Firms Listed in Thailand ...... ..........................................................................................................................................951 Sutthichaem Paradee , Prasertsakul Dissatat / How Much Country of Origin Image Matter in Building Luxury Brands: A Case of Thailand....................................................................... 962 Svatošová Veronika / Modelling of Financial Strategy in Agricultural Company .................. 976 Szarowská Irena / Direct and Indirect Funding of R&D and Generosity of Tax Subsidy for R&D in Selected Countries EU ...........................................................................................990 Szilágyi Tibor Pál, Csiszárik-Kocsir Ágnes / Investment Profitability Measurements and their Application Based on the Results of a Primary Research ................................................. 1000 Taterova Eva, Vladar Jiří / Chinese Foreign Policy Towards the Dispute of Spratley Islands.... ........................................................................................................................................1008 Tejeiro Koller Manuel Ramón, , , , / The Origin of the Adaptive Advantage Concept and its Application through Corporate Culture Management ........................................................ 1016 Terek Milan, Kročitý Peter, Muchová Eva / The Using of Some Association Description Methods in the Analysis of Information Flows about Scholastic Honesty .......................... 1030 Tipi Tolga, Gurbuz Bulent / Overview of Turkish Agribusiness, Strategies and Policies .... 1039 Tóth Marián, Piterková Andrea, Serenčéš Peter, Čierna Zuzana, Holúbek Ivan / Development of Risk and Return Slovak Crop Animal Farms ........................................... 1046 Tóth Marián, Lančarič Drahoslav, Piterková Andrea, Savov Radovan, Prístavka Miroslav / Development And Determinants Of Students’ Financial Literacy. Case Of Slovakia. ........ 1055

Tothova Darina, Fabus Juraj / Portal Of Slovak Universities ............................................. 1062 Turčeková Natália, Svetlanská Tatiana, Kollár Bohuš, Záhorský Tomáš / Assessment Of Environmental Performance Of Slovak Agriculture ........................................................... 1069 Verter Nahanga, Bamwesigye Dastan, Darkwah Samuel Antwi / Analysis of Coffee Production and Exports in Uganda ................................................................................... 1083 Virágh Roderik, Hennyeyová Klára, Šilerová Edita / Evaluation Of Information Security And Use Of Ict In Selected Agro Sector Enterprises Of The Slovak Republic .......................... 1091 Vltavská Kristýna, Šimková Martina, Sixta Jaroslav / Construction of the Regional InputOutput Tables of the Czech Republic ............................................................................... 1099 Vrankova Jana / Influence of Domestic Natural Gas Production on Energy Security of the USA..................................................................................................................................1107 Vyklický Martin, Jurčík Radek, Srdošová Kristína / European Policy in Relation to Small and Medium – Sized Enterprises and their Importance in the Field of EU Procurement Market ...... ........................................................................................................................................1118 Wiesława Caputa / Marketing and Financial Value of Brand in the Light of Research ...... 1129 Zaťková Tímea Šeben / Global Development Education as a Tool for Professional Development at Faculties of Economics ........................................................................... 1143 Zdráhal Ivo / Changes in the Foreign Trade of Visegrad Countries in the Milk and Dairy Products ...........................................................................................................................1160 Zeithamer Tomáš R., Pospíšil Jiří / Newton´s Laws of Motion in Economics .................... 1165

Succession as career choice – an exploration of female motivation

Anna AKHMEDOVA 1

Abstract: One important issue without solution is the fact that daughters of founders are often underrepresented in family firms. Previous research cites primogeniture, daughter invisibility and role incongruity among possible explanations. However, more recent studies suggest that such “barriers to leadership” cannot statistically explain existing gap. Most of researchers fail to take into account the changing social reality and different career opportunities available to family business daughters. Then in-depth interviews were conducted with daughters from medium-large family businesses in Spain. The study showed that mix of intrinsic and transcendent (prosocial) motives guides the career choice of family business daughters. The study empirically supports the recent stream of research that reveals that social change in gender relations and gender stereotyping is becoming a less important issue when career decisions are made.

Key words: gender, succession, family firms, career motivation

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PhD student, UIC (The International University of Catalonia), Carrer Inmaculada, 22, 08017, Barcelona [email protected] 11

Introduction: The family business is one important form of business ownership that has recently become a separate field of research. The interest of academics and practitioners is motivated by the role that the family business plays in the economy of countries. Depending on definition and country the economic contribution of the family business is estimated around 12-50% of national GDP and 15-60% of workforce (i.e. Shanker, Astrahan, 1996). Further, family-controlled businesses are often market leaders, showing more stable earnings and more sustainable practices (EFB, 2012), (Simon, 2009), (McConaughy, 1994). In Spain, Family businesses generate approximately 16 % of GDP (26% if calculated with affiliations) (IEF, 2009). Despite seeming attractiveness to women, family firms often fail to bring females to high-level positions – thus loosing valuable human capital in face of family business daughters: their professional networks, leadership potential and descendants (Eagly, 2003), (Sharma, 2004). In family business research, most findings on gender gap were made in 80s and 90s. At that time the problem was attributed to social stereotyping at early adolescence, primogeniture, “invisibility” of women and incongruity between a leader role and a gender role (or family role) (Dumas, 1989), (Eagly, 1990, 2003), (Hollander, 1990), (Marshack, 1994). However, with growing participation of females in public sphere and growing amount of data available, such ¨barriers to leadership¨ do not statistically explain the gender gap, that still exists. One good example, that empirically confirms this statement is a recent study of Spanish companies (Pascual Garcia, 2012). The absence of motivation of next generation is a critical point that results in an absence of suitable successors (Ward, 1997). Effectively, researchers often fail to take into account that female professionals with a family business background have diverse career options and succession is only one of them. Thus, daughters might be attracted or external management career. Specifically to pursue entrepreneurial entrepreneurship can be a lucrative option for those with family business background (Zellweger, 2011). According to Stavrou and Wislow (1996) 66% of US alumni with family business background did not want to unite with their family businesses. In EU 75% of men and 50% of women expressed low probability (under 50%) that they would join their family businesses. The majority of respondents who expressed low interest in continuing the family business showed entrepreneurial intentions. Similar results show other research (Bjuggren, Sund, 2001), (Stavrou, 1996), (Stavrou, 1999), (Stavrou et al., 2008), (Ceja, Tapies, 2009).

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Literature review: Succession as Career Option In entrepreneurship literature, there is a long-living stream investigating career motives of potential entrepreneurs, a stream that includes career choice intentions of students intending to found a firm or, more generally, motives of early and nascent entrepreneurs. Often, intentions of potential entrepreneurs are compared to those of intentional employees. This research leads to understanding of generalized personal characteristics of a potential entrepreneur. In the context of family firms, the offspring has a variety of career options that includes succession, entrepreneurship and organizational employment. However, succession as a career option is almost absent in academic literature. The original work of Handler, W., (1989), draws attention of academics to three general directions in ¨next generation perspective in family firm¨: (1) desirable successor attributes, (2) performance enhancing factors, and (3) reasons these family members decide to pursue a career in their family firms. Thus, the first direction concludes that “integrity” and “commitment to business”, ability to gain respect of nonfamily employees, and leadership ability are important to not only that future successor can stand out and can gain credibility of the previous generation, but also for the sustainability of the business (Sharma, 2004), (Ward, 1997). Second, for the sustainability of business researchers cite some performanceenhancing factors: transfer of tacit knowledge of the firm and social networks of the founder – which naturally occurs when older and younger generations work together and there is a climate of mutual trust and respect. Finally, the motivation to join the family business is key for the succession to occur (Ward, 1997). Research dedicated to the third stream usually takes a form of descriptive frameworks with typologies (Stavrou, E., 1998), (Miller, D., 2003), (Sharma, P. and Irving, P., 2005), (Lambrecht, J. and Donckels, R., 2008). Stavrou elaborates a framework of four general factors that affect next´ generation decision to join family firm (business, market, personal and family). Sharma, P. and Irving, P. (2005) provide collectively exhaustive and mutually exclusive model of reasons to join the family firm based on the types of commitment. Finally, Miller, D., (2003) provides a typology of father-son relations claiming that every type has predictable consequences of succession. Researchers seem to coincide that behavioral and performance variations can be observed depending on the type of motivation of a successor. Successor acting from a sense of obligation would be less involved, creative and willing to receive tacit knowledge of the founder compared to one intrinsically motivated. However, it was also evidenced that motivation tends to change with the time, thus a sense of obligation might later change into intrinsic involvement (Otten-Papas, D., 2013). Motivation theories also confirm this fact (i.e. Ryan and Deci, 2000). Daughter perspective on succession often constructs factors that affect negatively daughter´s motivation and willingness to search for opportunities within family business (Overbeke, K. et al. 2013), (Iannarelli 1992). There is some evidence that daughters are motivated slightly differently than sons. Stavrou et al. (2008) revises motivation of US and Greek offspring and finds that there are cultural and gender differences.

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Finally, most of researchers tend to coincide citing the theme of disruptive event as a starting point to consider leadership in family firm is repeated across studies (Wang, C., 2010), (Overbeke, K. et al. 2013), (Dumas, C., 1989). Further, early involvement to business reinforces willingness and commitment of next generation. Career and Career Success A modern view of career construct is the ¨unfolding sequence of a person´s work experience over time¨ (Arthur, et al, 2005), (Arthur, Hall, & Lawrence, 1989). It is worth noting, that this definition does not constrain the reader to the so-called ¨traditional¨ upward mobility within an organization, allowing free mobility across organizations, roles, occupations, countries. Hall, et al (1996) argues that the way person understands ¨career¨ and ¨career development¨ has changed over time. The shift occurred from ¨external career¨ (the actual jobs or positions that a person holds over time) to ¨internal career¨ (personal learning from work-related experiences). Thus, Hall calls a ¨protean career¨ a process, which a person, not organization, is managing searching for freedom and selffulfillment at any stage of the life. Given a greater variety of career paths that exist today, career success becomes a less objective and somewhat more subjective issue. Subjective–objective career duality has been a traditional concern of those who have studied the trade-offs between work and family or work and leisure activities (Arthur, et al, 2005). The objective-subjective tend to correlate (i.e. a person who earns above-average income and is promoted fast, will be more satisfied with his career); however, the two are conceptually different (Ng et al., 2005). Thus, regardless of salary, individuals might see themselves as successful, relying more on how satisfied they are in their job (Judge et al., 1999). Logically, the role of motivation on-the-job comes to question. According to Hall (1996), the psychological success – is what unites the objective-subjective career success dichotomy. He argues that for most individuals work is important part of their life and self and they derive deep intrinsic satisfaction from it. In general work has many of the qualities of the game – unless it becomes too demanding, interfering with other roles. Applying the research from career and career success to the case of family business daughters, we should look for specific forms of motivation or, possibly, specific bundles of motives, that are important for successors, specifically, for female successors. Motivation Theories The research is based on humanistic theories of motivation. This stream of thought originates in findings of Mayo, research of Maslow, Herzberg and McGregor. The modern understanding is related to psycho-sociological models (extrinsic-intrinsic dichotomy). Further, some authors propose anthropologic models as a way to amplify mainstream research within humanistic theories (i.e. Perez Lopez). Ryan and Deci (2000), the authors of the Self-Determination Theory, give an oftencited definition of extrinsic and intrinsic motivation. They state that the intrinsically motivated individuals do something because it is leads to internal outcome (for internal pleasure of doing some action rather than for a separable consequence); whereas, extrinsically motivated do something because it leads to some separable outcome.

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Depending on how this separable outcome is integrated within the matrix of values of individual – different forms of extrinsic motivation can be distinguished (“controlled behavior, introjected regulation, identified regulation and integrated regulation”) (Ryan & Deci, 2000). Intrinsic motivation and some forms of extrinsic motivation (identified and integrated) lead to the autonomous psychological states and, thus, coincide with increased creativity and productivity in completing the task. According to Ryan & Deci, it is important to know ones motivation. Depending on the goals the person sets for his career the results of his work might be different. Extrinsic motivation, associated with low autonomy, does not coincide with increased efficiency. Thus, extrinsic incentives may decline intrinsic motivation and provoke decreased efficacy. In parallel with Ryan & Deci, other authors claim that other sort of motivation, namely ¨prosocial¨ or ¨transcedent¨ - also leads to unlocking the potential of an individual. For Grant, prosocial motivation is a desire or reason to act for the benefit of others or with the intention of helping others (Grant, 2011), (Grant, 2007), (Grant, 2008). For the purposes of this analysis, this type is defined as acting to achieve results that are inseparable from other person with high degree of autonomy. Prosocial and Intrinsic motivation show some synergy. Prosocial motivation strengthens the relationship between intrinsic motivation and creativity, core selfevaluations and performance, (Grant Berg, 2009), (Grant, 2008), (Grant Berry, 2011). Also, increases commitment (Grant, Dutton, 2008). Perez Lopez (1996) argues, that all types of motives – transcendent (prosocial), intrinsic, extrinsic (and corresponding types of needs – material, cognitive and affective) - should be fulfilled by an employer in the workplace because the interaction of intrinsic results (what obtains acting agent – his intrinsic and extrinsic goals) and transcendent results (what obtains the passive agent) of an action creates the optimal learning within any system (and any organization is a system). The model that summaries literature review on motivation will be presented in the next section.

The Methodology and Model: The in-depth interviews were used, as this method allows better conditions to concentration of the participant on their feeling and emotions and a higher degree of self-reflection. Further, this method offers more flexibility in capturing the complex reality for the explorative study. The sample is formed based on analytic generalization - the relevance to the existing theories (Yin, 2003, p 38). It was expected to obtain literal replication (as opposed to theoretical), by registering similar results for predictable reasons within the sample (Yin 2003, p 54). Following this logic, a multiple-case study was conducted. The cases selected for interview were female successors in Spanish family firms in Catalonia region, who were actively involved in management of the family company in the position of a director or CEO. All the females had families and children. As there is no common definition of family business, in this article an operational one will be used as basic. Derived from Miller & Le-Breton Miller (2007), Family Firm Institute (2013) and Spanish Ministry of Economy (DGPYME, 2003) to which a ¨continuation intent¨ is added (Litz, 1995), (FFI, 2013) as soon as succession is under scope. The definition follows:

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¨Family Firm is one where two or more members of a family of different generations have an interest in ownership or in management and there is a commitment to the continuation of the venture and intention to keep control¨ The females were interviewed using predefined set of questions, and filled a small questionnaire with demographic data after the interview. The questionnaire and interview protocol can be find in appendix 1. The interviews were processed based on holistic model that summarizes the review of the theories of motivation, presented in table 1. As it follows from literature review the three types of motivation have distinct theoretical grounds but might interfere with each other increasing or decreasing sense of autonomy and involvement of an individual. Table 1. Types of motivation Gradation Explication Result Lack of personalized intention to act Extrinsic (activity External The results of an action are is done for a regulation separable from the acting separable result person. Action is done to of acting person) avoid external sanctions or Low degree of obtain externally imposed autonomy. reward Introjected The results of an action are regulation separable from the acting person. To avoid guilt or anxiety or to attain egoenhancement and pride Identified The results of an action are regulation separable from the acting person, and are somewhat integrated in his matrix of values. The results of an action are Integrated regulation High degree of separable from the acting autonomy. person, but completely integrated in his matrix of Improved efficiency and creativity. values. The action is autodetermined Intrinsic (activity The results of an action are is done for its inseparable from the person. inherent The action is autosatisfactions determined. of acting person) Prosocial, The results of an action are High degree of Transcedent separable from the acting autonomy. (activity is done person and inseparable from Increased for inherent receiving person. The action commitment satisfactions of is auto-determined by acting receiving person) person. Source: Own elaboration Motivation Amotivation

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The Findings: The main results of the study are presented in table 2 and then discussed.

Motivation Amotivation Extrinsic (activity is done for a separable result of acting person)

Table 2. Results Some Examples Obligation (only as a starting point) External regulation: Not mentioned Introjected regulation: Chance to prove personal abilities (to make the company bigger, more professional…) Identified regulation: preference to work for family, belief that it is right and correct… Integrated regulation: Not mentioned Feeling of independence, feeling of involvement, enjoyment the work, because it is demanding, creative …

Intrinsic (activity is done for its inherent satisfactions of acting person) Prosocial Enjoying the work because it is giving back to family, helping family, (activity is done all job that my father did – will then you know – for what?; the for inherent business helps a lot of people, helping others to spend a happy satisfactions of moment in their life… receiving person) Source: own elaboration

Results for extrinsic motivation The interviewees did not explicitly mention some typical extrinsic benefits – such as remuneration, flexibility of schedule or job security – that are typically associated with family business. A relatively small role of extrinsic motives was surprising to the author because a prior research based on literature review of articles on family business succession indicated to the presence of extrinsic factors (Akhmedova et al., 2015). Results for intrinsic motivation As expected, the study showed robust results for intrinsic motivation as a driver of career choice. Results for prosocial\transcedent motivation Transcedent or prosocial motives did not appear in family business literature to date; however, this study showed consistent results for this type of motivation. There are two themes. The first theme is ¨family¨. Interviewees told that it was important for them to give back to the family or to continue something that a parent\parents were investing a lot of effort. The second theme - ¨customers¨ and ¨employees¨ represented a belief that a product or service is helping a wide auditory of people, thus constituting a ¨family pride. Also, a belief, that employees are happy and feel like in the family. This finding has important theoretical and practical implications. Apart from results in relation to the model of motivation theories presented, other results were obtained. Some findings add important evidence to family business theory and might have valuable practical implications, which will be discussed in the next section.

17

Results that confirm previous research 1. Interviewees had a long story of experiences related to family business, starting long before the succession occurred, in the age diapason of 12-28 years. Starting to work as a hobby, or as a part internship for studies or getting to know different departments in summer. ¨I began to work like a hobby, it was not my job¨ ¨Because when my brother and I were young we started to work in summer… And we started from accounting and we saw administration department and then marketing, so we were in contact with company to see if we like or don’t like¨ ¨ I started with administration then marketing, even when I was studying I did some sales¨ 2. Motivation might change over time (i.e. from amotivation or obligation to intrinsic) 3. All interviewees had work experience outside the family company; thus, the process of making career choice involved comparing working experiences (but was not limited to it, as also personal factors mattered) 4. ¨Disruptive event¨ is a catalyst in making career choice ¨My father got ill and was from one day to another that could not carry the company, so he could not teach us and make a correct ¨traspaso¨ to give all the experience to the second generation. So for me was a challenge – I said: take it or not…¨ Results that do not confirm previous research Women in the sample seemed to be quite proactive in terms of career development acquiring education and experience prior to entering family firm. Further, they seem to be highly involved into work (dedicating on average 9-10 hours daily), and taking their work as a personal challenge. Some of them noted that such dedication is temporal and as soon as it will be possible they will reduce working hours (e.g. through establishing sustainable business practices and finding and training an external managing or technical director – as an option). This finding confirms existing streams on career and career success, but does not support perceived discriminative practices cited in literature: primogeniture, gender role conflict, gender differences in early socialization and stimulation. It seems that daughters have the initiative of controlling the extent of dedication to work and are active agents of their career. Work seems to constitute an important part of their lives – that has no less importance than personal or family lives. On the contrary – according to interviewees the three roles seem to be interdependent.

Conclusions: Literature on successor motivation in family firms is scarce, given the important role succession plays and relative advancement of sister-areas: motivation of intentional entrepreneurs and employees. For studies of gender this gap is even wider.

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Given the rise of individualism and variety of careers available on the market, the lack of understanding of successor motivation and successor qualities leads to the fact that family firms might be loosing important human capital in the face of daughters and their descendants. In this paper the assumption was that looking at the problem of female underrepresentation in family firms from the point of view of motivation theories would bring fresh results. Through the literature review a basic model of motivation theories was constructed and the results of interviews were compared against this model. Further, literature on succession in family firms was revised as well and some trends were established. Finally, I looked at the topic of career and career success. Thus three directions for research were established. The results will be discussed further. First, in regards to motivation theories, it appears that the decision is guided by the mix of intrinsic-transcedent motives. The interviewees did not mention extrinsic motives, probably, because these did not distinguish family from non-family firms; however, this is a sort of speculation. Intrinsic motives play the most important role when the career decision is made. This point is predictable, because dedicating time and effort to some activity should bring pleasure at least to some extent. Finally, transcendent motives were find to be important driver, underlying the connection of family offspring with their ancestry. Such issues as ¨giving back to family¨, ¨supporting something that parents were building¨ and ¨making a positive impact¨ - is what distinguishes family business from other type of employment in the eyes of the next generation daughters. This correlates with other streams of research - that of gender leadership (transformational leadership) and research related to the competitive advantage of family business (i.e. “familiness”, “stewardship”, etc.). Second, as to the process of decision-making - psychological factors and social experiences guide it. The career decision is based on comparison of work-related experiences (also possible alternatives) within and outside the family firm and a ¨disruptive event¨ often plays a role of catalyst – it is a moment to make a final decision. As it follows from interviews, early involvement into business do indeed creates a sense of commitment to the family enterprise. The healthy extent of such involvement would result in an ability of the next generation to look critically at this experience and to compare it with other job market opportunities and particular personal experiences outside the family company.

Finally, the study provides some evidence that the social reality is changing gradually and women are becoming more active constructing their own lives and careers. The way the future successors manage their career correlates with the stream on career and career success. Thus, it might be fruitful to change the research paradigm, when studying female underrepresentation, – from searching for ¨barriers¨ to concentrating on experiences and motivation. Some general recommendations could be suggested to the family companies on the basis of this research. It seems that positively motivated females share some traits: 1. They were involved early in the business 2. They developed their professional auto-esteem through obtaining education and gaining experience 3. They like what they are doing and they plan their career and personal life ahead 4. The effort of their parents or relatives means a lot to them. They value the contribution of their family for society and foster good relations with employees

19

This is an experimental research and has some limitations. For example, only positive experience was considered for this research (looking at some negative cases, i.e. family business daughters that left the business of their parents could add new information). Further, an investigation, comparing entrepreneurs and successors might be needed to understand better the difference between the two and to refine current results. As well, some questions are left without answers. A quantitative research might provide statistical evidence to current findings.

Literature: Akhmedova A, Cavallotti R, Marimon Viadiu F, (2015) “What makes a woman chose to work in Family company instead of a looking for a position in the work market or creating her own company”, European Accounting and Management Review Arthur, M. B., Hall, D. T., & Lawrence, B. S. (1989). Handbook of career theory. New York: Cambridge University Press. Arthur, M. B., Khapova, S. N., & Wilderom, C. P. (2005). Career success in a boundaryless career world. Journal of organizational behavior, 26(2), 177-202. Bjuggren, P., & Sund, L. (2001). Strategic decision making in intergenerational successions of smalland medium-sized family-owned businesses. Family Business Review, 14 (1), 11–24. Ceja, L., & Tàpies, J. (2011). A model of psychological ownership in nextgeneration members of family-owned firms: A qualitative study. Chua, J.H., Chrisman, J.J., Sharma, P., 1999. Defining the family business by behavior. Entrepreneurship Theory & Practice 23 (4), 19–39. Deci, E.L. & Ryan R.M. (2000). Self-Determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78. Dumas, C. (1989). Understanding of Father‐Daughter and Father‐Son dyads in Family‐Owned businesses. Family Business Review, 2(1), 31-46. Eagly, A. H., & Johnson, B. T. (1990). Gender and leadership style: A meta- analysis. Psychological Bulletin, 108(2), 233. Eagly, A. H., Johannesen-Schmidt, M. C., & Van Engen, M. L. (2003).Transformational, transactional, and laissez-faire leadership styles: A meta- analysis comparing women and men. Psychological Bulletin, 129(4), 569. Eagly, A., Johannesen-schmidt, M., & Engen, M. (2003). Transformational , Transactional , and Laissez-Faire Leadership Styles: A Meta-Analysis Comparing Women and Men. Psychological Bulletin, 129(4), 569–591. European Family Business Report (2012, June). Family Business Statistics. Retrieved from: http://www.europeanfamilybusinesses.eu/uploads/Modules/Publications/familybusiness-statistics.pdf Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32(2), 393-417. Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of applied psychology, 93(1), 48. Grant, A. M., & Berry, J. W. (2011). The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective taking, and creativity. Academy of Management Journal, 54(1), 73-96. Grant, A. M., Dutton, J. E., & Rosso, B. D. (2008). Giving commitment: Employee support programs and the prosocial sensemaking process. Academy of Management Journal, 51(5), 898-918. Hall, D. T. (1996). Protean careers of the 21st century. The Academy of Management Executive, 10(4), 8-16 Handler, W. C. (1989). Methodological issues and considerations in studying familybusinesses. Family business review, 2(3), 257-276. Hollander, B. S., & Bukowitz, W . R. (1990). Women, family culture, and family business. Family Business Review, 3(2), 139-151 Iannarelli, C. (1992). The socialization of leaders: A study of gender in family business. Unpublished doctoral dissertation, University of Pittsburgh. 20

Instituto de la Empresa Familiar Report (2009). Retrieved from: http://www.iefamiliar.com/web/es/IEF_English.pdf Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52(3), 621-652. Litz, R. A. (1995). The family business: Toward definitional clarity. Family Business Review, 8(2), 71-81. López, J. A. P. (1991). Teoría de la acción humana en las organizaciones: la acción personal (Vol. 6). Ediciones Rialp. López, J. A. P. (1996). Fundamentos de la dirección de empresas (Vol. 31). Ediciones Rialp. Marshack, K. J. (1994). Copreneurs and dual-career couples: Are they different? Entrepreneurship Theory and Practice, 19, 49-49 McConaughy, D. (1994). Founding-family-controlled corporations: An agencytheo- retic analysis of corporate ownership and its impact upon performance, operating efficiency and capital structure. Doctoral dissertation, University of Cinncinati. Miller, D., Le Breton-Miller, I., Lester, R. H., & Cannella, A. A. (2007). Are family firms really superior performers?. Journal of Corporate Finance, 13(5), 829-858. Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: a meta‐analysis. Personnel psychology, 58(2), 367-408. Pascual Garcia, C. (2012). Empresa Familiar: Mujer y Sucesión. Universidad de Cordoba. Sharma, P. (2004). An overview of the field of family business studies: Current status and directions for the future. Family Business Review Simon (2009), The Lessons of the Hidden Champions in Hidden Champions of the Twenty-First Century 2009, pp 351-381 Stavrou, E. (1996). Intergenerational transitions in family enterprise: factors influencing offspring intentions to seek employment in the family business(Doctoral dissertation, George Washington University). Stavrou, E. T. (1998). A four factor model: A guide to planning next generation involvement in the family firm. Family Business Review, 11(2), 135- 142. Stavrou, E. T. (1999). Succession in family businesses: Exploring the effects of demographic factors on offspring intentions to join and take over the business. Journal of small business management, 37(3), 43. Stavrou, E. T., & Winslow, E. K. (1996). Succession in entrepreneurial family business in the US, Europe and Asia: A cross-cultural comparison on offspring intentions to join and take over the business. International Council for Small Businesses. 41 I.C.S.B. World Conference 1996. Proceedings: Vol. 1, (pp. 253273). Stockholm: ICSB Stavrou, E., Merikas, A., & Vozikis, G. (2008). OFFSPRING INTENTIONS TO JOIN THE FAMILY BUSINESS Does Culture Make a Difference? Theoretical Developments and Future Research in Family Business, (2002), 213– 230. The Family Firm Institute, Inc. (2013) Family Enterprise: Understanding Families in Business and Families of Wealth, John Wiley & Sons, Inc., Hoboken, NJ, USA. doi: 10.1002/9781118731291.ch9 Ward, J. L. (1997). Growing the Family Business: Special Challenges and Best Practices. Family Business Review, 10(4), pp 323–337. Yin, R. (2003). K.(2003). Case study research: Design and methods, 3. Zellweger, T., Sieger, P., & Halter, F. (2011). Should I stay or should I go? Career choice intentions of students with family business background. Journal of Business Venturing, 26(5), 521-536.

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Appendix: Interview questions 1. Can you introduce your company and briefly explain your work? 2. Can you remember the moment in your life and the life of your family when you decided to enter family firm (and started this work)? 3. Can you reflect on some difficulties you experienced working for family firm? 4. Can you tell me about your family? What role the business played in everyday life? 5. How you see your role in family and business? What is your contribution? 6. How you understand ¨career success¨ Questionnaire after interview PART 1. The FIRM What is the age of the company? How many generations were working in the company? What is the turnover of the company approximately? Does the company operate internationally? Who founded the company? How many relatives of your generation are involved in the firm? How many of them are involved in management? How many of your brothers or sisters are involved in the firm? How many of them are involved in management? Is there a succession planning conducted? PART 2. Personal details What is your level education? (Master PhD MBA) Which field? How many years you are working for this company? How many hours a week you dedicate to your work? How many hours you dedicate to your family? Are you married? Do you have children? If yes – do they have intentions to work in family company?

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Introduction of Association of the National Crown Mushroom Industry (acronym of Országos Korona Gomba Ipari Egyesület) ! Korona Gomba (Crown Musshroom) can be found in North Hungary, near Eger in Heves County. It has been growing mushrooms and their raw materials since 1990. The Kékes

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compost plant in Demjén manufactures 1100 tons of Phase III compost per week and 400 tons of Phase II. Mushroom growing is one of the most dynamic branches of horticulture in the agricultural sector. Országos Korona Gombaipari Egyesület (hereinafter referred to as OKGE) is one of the biggest mushroom growing companies representing approximately 3540% of Hungary’s production uses 18.000 tons wheat straw, 14.400 tons poultry litter and 4.500 tons horse dung for growing champignon. In addition, the use of ligno cellulite (sawdust, straw) raw materials and additives (such as soya, wheat bran etc.) is also significant in growing oyster mushrooms and other exotic species. The produced compost is partly sold to Hungarian producers, and those of the neighbouring countries and partly used by themselves. The chemical and analytical measures in the laboratory ensure impeccable quality by using the most modern Dutch technology in the compost plant.The plant in Demjén produces white champignon hybrids, brown champignon species, oyster mushroom hybrids, shii-take and other exotic species. Its high quality is proved by the fact that its products are popular not only in Hungary but also abroad. White and brown champignon, oyster mushroom, shii-take and tumbleweed mushroom are produced on 45.000 m2 in more than 100 automated Dutch production houses. From 2015 in the production of tumbleweed oyster mushroom the earlier production in blocks was replaced by new PP bottle innovative technology so champignons are also produced in the Dutch production houses. Cooling takes place maximum 1 hour after harvest. Wrapping is done by high powered sticking, labelling and measuring machines.The cannery can be found next to the production houses so the fresh mushroom can be processed short after being picked. Mushroom is conserved without any preservatives. The cannery is run on the basis of MSZ EN ISO 9001 standard and on the HACCP system and it also has an IFS qualification. Production and wrapping also have Globál GAP and IFS qualifications.

The renewable energies of OKGE This biomass could be utilised for producing energy by burning but mushroom production produces food. These (horticultural, agricultural, forestry, animal husbandry) byproducts are used for making soil. Part of the mushroom substrates is used as manure, another part is burnt in a furnace (of 950MW) in the neighbourhood, so electricity is produced (Figure 3). In addition, investments are also being made into channelling, washing and conducting gases of mushroom growing through bio filters to reduce smell emission. Ammonium-sulphate deriving from ammonia beach can also be rotated to the process of composting. This sends as much CO2 in the air as it was fixed by the plants in the previous or given year. Regarding production the heating of above-ground production houses is ensured by thermal water in more and more houses of OKGE as Hungary’s geothermic potentials are very favourable and the mushroom growing plant can be found right next to a very popular geothermic source (which is a tourist destination, as well). (Figure 3) The company carries out other plant production activities (grape, fruit, tree plantations, energy plantations). Due to these, a great amount of biomass is produced so the company runs such a biomass furnace that ensures the ideal temperature for pasteurising and autoclaving in canning mushrooms. In addition. a system ensuring the sterilisation of the production houses, is also being installed based on biomass energy. Solar panels have also arrived at the plant that ensure cooling in the summer. A greenhouse with its exotic mushrooms grown by renewable energy resources is also being built that can have a role in diversification, i.e. meeting unique and special requirements of the gourmets. Mushroom species that require heat or can stand high temperature will be grown in this greenhouse such as almond fragranced champignon and the late oyster mushroom in winter-time and tumbleweed oyster mushroom. The greenhouse has 2 double walls with concrete floor. This floor makes cleaning and sterilisation quick and effective as we know that the basic requirement of the successful and efficient mushroom growing is adequate hygiene (Figure 2).

40

Figure 2 The new greenhouse of OKGE. Source: OKGE OKGE is planning the following developments in energetics: •

installing solar panels and collectors at the sites of further mushroom production.



utilising runoff thermal water



exploring the opportunities of utilising mushroom compost! TRIGENERATION drying ! burning ! steam ! electricity generation (steam turbine)(see Figura 3)

Figure 3: OKGE opportunities in the future Source: authors’ own compilation 2015

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