Vivências subjetivas nos processos de sucessão em empresas familiares

• Ano de defesa: 2023
• Autor(a) principal: Zambroni, Cláudia Helena Costa de Oliveira
• Tipo de documento: Tese
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal da Paraíba; Brasil; Psicologia Social; Programa de Pós-Graduação em Psicologia Social; UFPB
• Palavras-chave em Português: Empresa familiar; Sucessão empresarial; Relações familiares; Vivência subjetiva; Family business; Business succession; Family relationships; Subjective experience; Succession d’entreprises; Expérience subjective; CNPQ::CIENCIAS HUMANAS::PSICOLOGIA
• Link de acesso: https://repositorio.ufpb.br/jspui/handle/123456789/27972

Considering that most studies conducted on succession processes in family businesses are instrumental, since they analyze succession processes as a set of steps, actions and activities, and relegate the subjective dimension between predecessor and successor, it is necessary to deepen the study of the phenomenon of succession bearing in mind this subjective experience and considering the affective, social and domination dimensions that take place in family relationships and that will often be present in family-owned companies. Thus, this investigation had as its main objective the understanding of the subjective experience of the predecessor and the successor during the succession process in small family businesses. For this research, the psychodynamics of work was chosen as a theoretical framework. Regarding the methodology, an interpretive paradigm and a qualitative approach were used, using thematic oral history as the method of data collection. The participants of this investigation were ten business owners (predecessors and successors) of five small companies located in the city of João Pessoa – PB (Brazil) who have already gone through the process of business succession and met the following criteria: the company must be family-owned and at least ten years old; the process of business succession must have happened at least two years ago; and the successor must be the predecessor's son or daughter. The data collection tools were two interview scripts, one for the predecessor and another one for the successor. For the analysis of the participants' statements, we chose to use sociological discourse analysis (SDA), which revealed the existence of thematic categories for each of the dimensions studied. The affective dimension revealed love and renunciation, frustration, hurt and forgiveness. The social dimension revealed the meaning of work for predecessors and successors, company and family: "all together and mixed up", and the challenges faced by the predecessor in carrying out the succession. The dimension of domination revealed the conflict between parents and children over the administration of their companies, the lack of recognition of the successor by the predecessor, and the gender prejudice. This study concludes that it is not possible to understand the succession processes in family businesses without considering the subjective experience of predecessors and successors. By adopting a subjective view on studies on family businesses succession, this thesis aimed to make business families able to perceive and overcome the obstacles that often prevent the family and the company from moving forward together.