Orientation: The decision to formalise human resource (HR) practices by family-owned small and medium-sized enterprises (SME) is regarded as one of the key managerial practices that the owner-manager may institute to unlock firm value. Given this owner manager’s overarching role in the decision-making processes, the extent to which his or her personal attributes manifest themselves in deciding to formalise human resource management practices within a specific decision-making model is still a grey area in studies of family businesses. Research purpose: This study aims to use aspects of the Unified Theory of Acceptance and Use of Technology (UTAUT) model to explain how owner-manager’s personal characteristics that influences the decision to formalise HR practices in family-owned SMEs. Motivations for the study: Previous studies have failed to use recent decision-making models to explain HR formalisation in family businesses and therefore there is dearth of empirical evidence on how owner-managers’ personal characteristic influence their decision to formalise HR practices. Research approach/design and method: Data was collected using convenience sampling method and the data was analysed using Structural Equation Modelling (SEM) to test the veracity of the proposed structural model. Main findings: The owner-manager’s personal attributes have a strong bearing on the decision-making processes in family-owned SMEs. Practical/managerial implications: The study identifies some personal considerations that are important in the decision to formalise HR practices in family-owned SMEs. Contribution/value-add: The study contributes to literature on formalising HR practices in family businesses by integrating aspects of an existing decision-making model and demographic characteristics.

中文翻译：

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将家庭式住宿中小型和中型企业 (SME) 的人力资源实践正规化：将业主经理的个人特征与 UTAUT 模型的各个方面相结合

方向：将家族所有的中小型企业 (SME) 的人力资源 (HR) 实践正式化的决定被认为是业主经理为释放公司价值而可能采取的关键管理实践之一。鉴于此所有者经理在决策过程中的首要角色，他或她的个人属性在决定将人力资源管理实践正式化为特定决策模型中的程度仍然是家族企业研究的灰色地带。研究目的：本研究旨在利用技术接受和使用统一理论 (UTAUT) 模型的各个方面来解释所有者-经理的个人特征如何影响家族企业中正式化人力资源实践的决定。研究动机：以前的研究未能使用最近的决策模型来解释家族企业中的人力资源正规化，因此缺乏经验证据来证明所有者-经理的个人特征如何影响他们对人力资源实践正规化的决定。研究方法/设计和方法：使用便利抽样方法收集数据，并使用结构方程建模（SEM）分析数据，以测试所提出的结构模型的准确性。主要研究结果： 所有者-经理的个人属性对家族企业的决策过程有很强的影响。实际/管理影响：该研究确定了一些个人考虑因素，这些因素在决定将家族企业的人力资源实践正式化时很重要。贡献/增值：