Table 2 Exploratory factor analysis...

Table 2

Exploratory factor analysis

Emotional stability	Loadings
Criteria used to select the successor	0.96
Process used to determine the potential candidates for succession	0.94
Suitability of the chosen successor	0.88
Communication of choice of the successor to family members	0.86
Process used to train the successor	0.85
Communication of choice of the successor to main employees	0.85
Management of the succession process	0.79
Process used to familiarize the successor	0.79
Cautiousness
Introduce new products/services, etc. before the competitors	0.74
Explore the environment gradually using prudent and incremental behavior	0.74
Respond to actions that competitors initiate	0.65
Changes in the products or services are of a minor nature	0.64
Adopt a cautious “wait-and-see” stance in situations involving uncertainty	0.64
Tendency toward low-risk projects	0.57
Avoid competitive confrontations with competitors	0.57
Market many product lines	0.55
CEO and senior management team play an important role	0.40
Identification
Strong sense of belonging to my family business	0.95
Being proud to be part of the family business	0.82
Has great personal meaning for family members	0.77
Family business’s success is their own success	0.71
Family business helps define who we are	0.62
Family control is an important goal for the family business	0.41
Ownership and Control
Board of directors is mainly composed of family members	0.76
Non-family managers are designated by family members	0.71
Executive positions are taken by family members	0.71
Family members control the company's strategic decisions	0.65
Shares in the family business are owned by family members	0.35
Non-Family empowerment
Best results appear when workers make decisions	0.68
Support the efforts of individuals and/or teams that work autonomously	0.63
Individuals and/or teams make decisions on their own	0.51

Emotional stability	Loadings
Criteria used to select the successor	0.96
Process used to determine the potential candidates for succession	0.94
Suitability of the chosen successor	0.88
Communication of choice of the successor to family members	0.86
Process used to train the successor	0.85
Communication of choice of the successor to main employees	0.85
Management of the succession process	0.79
Process used to familiarize the successor	0.79
Cautiousness
Introduce new products/services, etc. before the competitors	0.74
Explore the environment gradually using prudent and incremental behavior	0.74
Respond to actions that competitors initiate	0.65
Changes in the products or services are of a minor nature	0.64
Adopt a cautious “wait-and-see” stance in situations involving uncertainty	0.64
Tendency toward low-risk projects	0.57
Avoid competitive confrontations with competitors	0.57
Market many product lines	0.55
CEO and senior management team play an important role	0.40
Identification
Strong sense of belonging to my family business	0.95
Being proud to be part of the family business	0.82
Has great personal meaning for family members	0.77
Family business’s success is their own success	0.71
Family business helps define who we are	0.62
Family control is an important goal for the family business	0.41
Ownership and Control
Board of directors is mainly composed of family members	0.76
Non-family managers are designated by family members	0.71
Executive positions are taken by family members	0.71
Family members control the company's strategic decisions	0.65
Shares in the family business are owned by family members	0.35
Non-Family empowerment
Best results appear when workers make decisions	0.68
Support the efforts of individuals and/or teams that work autonomously	0.63
Individuals and/or teams make decisions on their own	0.51

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