Abstract
Building on social identity theory, we develop and test a model of turnover intentions in a family business. We argue that the relationship between family member commitment and turnover intentions could be more complicated than characterized in prior research. Specifically, we assert that the opportunity costs of staying, i.e., the disadvantages of remaining in a family firm and, thus, foregoing superior employment prospects elsewhere, moderate the relationship between family member commitment and turnover intentions. Based on a survey of 111 family member employees, we apply a structural equation modeling (SEM) analysis to examine the model. With some exceptions, we find support for the hypothesized relationships. The practical implications of the study are discussed, and the directions for subsequent research are outlined.