v11i2 Lehmann

This paper investigates the role of tradition in shaping successor motivation within family businesses, with a particular focus on the tension between perceived duty and intrinsic personal drive. Succession in family businesses is a critical process that significantly influences the long-term continuity and success of these firms. While previous research has extensively examined structural and strategic aspects of succession, the motivational perspective of successors remains comparatively underexplored. Using a qualitative research approach, semi-structured interviews were conducted with current- and next-generation members from family-owned businesses to gain in-depth insights into their experiences and perceptions. Through my findings, I identified that tradition can act both as a motivating force and as a source of pressure. While some participants perceived tradition as a meaningful foundation that fostered commitment and purpose, others experienced it as an obligation that constrained their autonomy. Through this research, I contribute to a deeper understanding of the emotional and motivational dynamics within succession processes and derive practical implications for family businesses navigating generational transitions.