Il ricambio generazionale dei dipendenti nelle imprese familiari e la gestione dell'assunzione dei loro discendenti

The paper aims to identify some characteristics of generational turnover among employees belonging to the same family that does not own the family firm and to define some best practices. After analyzing the scientific literature on the subject and some cases of business history, the research was carried out by administering a questionnaire to three historical family businesses, characterized by the control exercised by the family for at least three generations. The objective was to detect the prevalence, motivations, relationship with the generational turnover of leadership, characteristics also in terms of the effects of the said processual phenomenon of generational transition. This generational transition will have to be considered, with confirmation of the hypothetical assumptions of initiation and for conclusions, in its complexity and non-negli gibility also as a challenge for family businesses in the course of which to preserve a part of the business assets in a long-term view. The main limitation of research stems from the small sample considered in the survey. The paper aims to make its own contribution to the advancement of studies on the topic, highlighting aspects and practices that can be implemented for a more successful generational turnover. Originality is detectable in the theoretical and multifaceted treatment of an issue sometimes relevant to the continuity of family businesses.