Purpose

While previous studies have proved the significance of family firm innovativeness (FFI), the question of how the emotion-regulation capabilities of family business managers affect FFI still remains open. This paper aims to examine the impact of the emotion-regulation capabilities of family business managers on FFI moderated by the family involvement in business management.

Design/methodology/approach

The present study is based on a quantitative research design. Data were collected with the help of a telephone survey. Overall, 192 family firms were surveyed, and the results were analysed using structural equation modelling (SEM).

Findings

The findings indicate that managers' emotion-regulation capabilities (independent variable) positively impact FFI (dependent variable). The research results also indicate that having more family members involved in the business (moderating variable) can lead to better innovation outcomes, assuming these family managers have sufficient emotion-regulating capabilities.

Research limitations/implications

The research context could be broadened by differentiating between the industries in which family firms operate. This could aid a better understanding of the challenges, opportunities and market trends in different sectors. Future research might also include more diverse countries with deep family business traditions, strengthening the robustness of the findings across more varied contexts.

Originality/value

Using a multi-level perspective, this study contributes to the dynamic managerial capabilities and family business literature by showing that, in an environment where familial relationships can affect working relationships, the ability of managers to control their emotions and others' emotions can be a critical managerial resource that impacts FFI.

中文翻译：

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管理者的情绪调节能力与家族企业创新能力：动态管理能力观

目的

虽然之前的研究已经证明了家族企业创新性（FFI）的重要性，但家族企业管理者的情绪调节能力如何影响FFI仍然是一个悬而未决的问题。本文旨在探讨家族企业管理者的情绪调节能力对家族企业管理参与度调节下的FFI的影响。

设计/方法论/途径

本研究基于定量研究设计。数据是在电话调查的帮助下收集的。总体而言，我们对 192 家家族企业进行了调查，并使用结构方程模型 (SEM) 对结果进行了分析。

发现

研究结果表明，管理者的情绪调节能力（自变量）对 FFI（因变量）产生积极影响。研究结果还表明，假设这些家族管理者有足够的情绪调节能力，那么让更多的家族成员参与企业（调节变量）可以带来更好的创新成果。

研究局限性/影响

通过区分家族企业经营的行业可以拓宽研究范围。这有助于更好地了解不同行业的挑战、机遇和市场趋势。未来的研究还可能包括具有深厚家族企业传统的更加多元化的国家，从而加强研究结果在更多不同背景下的稳健性。

原创性/价值

本研究采用多层次的视角，通过表明在家庭关系可能影响工作关系的环境中，管理者控制自己和他人情绪的能力可能至关重要，从而为动态管理能力和家族企业文献做出了贡献。影响 FFI 的管理资源。