Embedding ‘familiness’ in HRM practices to retain a new generation of migrant workers in China

Drawing on social capital theory, social exchange perspective and organizational support theory, the study proposes that ‘familiness’ can be utilized to enhance employees’ organizational commitment. It examines a family business’s practices of embedding it through corporate culture, reward and compensation, training and development and socialization. Using focus groups, interviews and a review of organizational documents in a single case study in China, it argues that family firms can gain comparative advantage by embedding such familiness in their human resource management practices. Decent work conditions, career development and a corporate culture that integrates employees into a large community, it concludes, maybe helpful in attracting and retaining the new generation of migrant workers.