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Research on leadership in family firms has concentrated on the drivers of performance viewed in the context of reciprocal family and business logics, family or non-family CEOs operating within different family governance and administrative settings. The explanatory aim is to ascertain the optimum configuration of elements for achieving improved economic rents so the benefits of family loyalty do not negatively impact firm performance. Our thesis challenges this research, which treats family leadership as a contingent outcome of the governance and administrative contexts within which family and non-family CEOs make strategic choices. We argue that family leadership studies restrict explanations of action to a narrow bandwidth because leadership is effectively black-boxed when it is treated as an outcome of these contingent relations. To overcome this limitation we propose a nested framing of social conditioning that explains the connections between actors, organizations and multiple social orders (and not just family and business). Our contribution is to theorize family leadership in the context of multiple 'social context – personal preference' modes; that is, leadership is conceived through reflexivity, which is the personal process mediating the effects of our circumstances upon our actions.

How do women's business networks help to advance women's freedom? Drawing on Zerilli's freedom-centred feminism, our study sets out to answer this question at the intersection of freedom, feminism and work. Critics argue that women's business networks promote a postfeminist view of freedom focusing on individual self-realisation and thus participate in rolling back collective, feminist efforts to dismantle structural inequalities. We reconceptualise women's business networks as political arenas and argue that making claims about shared interests and concerns in such an arena constitutes a feminist practice of freedom. With an original, inductive and qualitative research design combining topic modeling and dialectical analysis, we examine the claims made in 1529 posts across four women's business network blogs. We identify postfeminist claims and new forms of change and transformation that can help to advance women's freedom across three 'dialectics of freedom': conformity and imagination; performative care and relational care; sameness and openness. Our findings show that uncertain and contradictory ways of defining and engaging with women's freedom can emerge through claim-making in such arenas. The fragility of the process and its outcomes are, then, what can move feminism forward at work and beyond.

PurposeCollaboration among professionals is essential for effective patient care, but gender stereotyping and discrimination practices in the health care environment may hinder effective teamwork. This study aims to investigate professional attitudes toward teamwork in a psychiatric setting with a particular emphasis on gender. The paper examines gender differences in attitudes among all professionals on a team and identifies gender differences among professionals within the same speciality, with particular attention to doctors and nurses.Design/methodology/approachData were collected in the mental health hospital of Attiki, Greece. In total, 151 doctors, nurses and allied health professionals completed a self‐reported questionnaire.FindingsThe paper finds that females appear to be more receptive to teamwork: all doctors have similarities in their attitudes toward teamwork, but females reported stronger agreement on the values and culture of the team. Several differences appeared in male and female nurses' attitudes toward teamwork. The stereotype of nursing as a female occupation was found to affect male nurses' job satisfaction and decision‐making process, creating a barrier to effective collaboration.Research limitations/implicationsThe sample had few subgroups and self‐reporting questionnaires may not reflect participants' attitudes in real situations.Originality/valueThe study describes important aspects of gender stereotyping in the health care environment and adds to the literature on professional teamwork and communication.