This study examines the antecedents of different bases of organizational commitment and intention to stay of later–generation family members who are currently working in their family firm. Evidence from 199 Canadian and Swiss firms indicates that when these individuals’ identity and career interests are aligned with their family enterprise, they experience affective commitment. Family expectations are associated with normative commitment. Individuals who are concerned about losing inherited financial wealth or who perceive a lack of alternative career paths stay with the family enterprise because of continuance commitment. Finally, individuals driven by desire or obligation exhibit low turnover intentions.
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