Familypreneurship in Nigeria: Navigating the Hurdles and Horizons of Building Family Owned Businesses

Marcus, Belinda Ihuoma¹ & Ekperi Paul Madukwe^2
1Department of Management, University Of Nigeria, Enugu Campus, Enugu State, Nigeria
²Institute for Development Studies, University Of Nigeria, Enugu Campus, Enugu State, Nigeria

DOI: https://doi.org/10.51244/IJRSI.2023.10930

Received: 26 August 2023; Revised: 17 September 2023; Accepted: 22 September 2023; Published: 22 October 2023

ABSTRACT

This study investigates the challenges and opportunities associated with establishing family-owned businesses in Nigeria. The research encompasses 50 proprietors of family-owned enterprises in Rivers State, Nigeria. Employing a systematic sampling method, data collection was conducted through questionnaires and interviews. The study’s hypotheses were assessed using Chi-square (x2) test statistics at a 0.05 significance level. Findings indicate that family-owned businesses constitute profitable ventures that significantly contribute to Nigeria’s economic growth and development. The study underscores their substantial positive impact on the country’s GDP. Moreover, it identifies a notably high level of employee performance and productivity within family-owned businesses. Critical challenges faced by family-owned businesses are highlighted, encompassing poor management, insufficient capital, inadequate personnel management, family interference, and inadequate succession planning. Performance and productivity were gauged using output level, goal achievement, employee performance, and satisfaction. The research unveils that while capital availability and strong family ties are pivotal for survival, they aren’t the sole determinants of success. Crucial factors such as purposeful planning, effective management of resources, dedicated employees, and recognition of central leadership, trust, honesty, and commitment are indispensable for success. Given the significant role of family-owned businesses in propelling economic growth in Nigeria, the study provides recommendations. It suggests that governments should incentivize these businesses by offering tax relief, facilitating loan access, and providing essential infrastructure. Simultaneously, family-owned businesses are advised to adhere to ethical business practices, establish robust succession plans, and invest in training and staff development.

Keywords: Familypreneurship ,Nigeria, Navigating, Hurdles and Horizons, Building Family, Owned Businesses

INTRODUCTION

Family businesses have emerged as one of the forms of businesses that attract great concern in global entrepreneurial development. A study by Ramona, Hoy, Poutziouris, and Steier (2008) asserts that family business is an emerging aspect of entrepreneurship that has evolved over the decades and is still in its developing stage. In recent times, most of the businesses we see around are family businesses and these businesses have been noted to account for the largest percentage of the businesses in many nations (Kuratko and Richard, 2004). In the international arena, taking the United States of America for instance,  nearly 92% of the businesses in the United States are all in the control of one family or the other (Kuratko and Hodgetts, 2004; Lam, 2009).  Also, a study by Davis and Harveston (1998) suggested that family businesses are the most dominant form of business in the United States and they represent nearly 90% of the total businesses in the U.S.

Also, the importance of family businesses cannot be overemphasized. They contribute to the generation of employment opportunities, economic growth and transformation, and wealth creation.  A study by Kuratko et al., (2004) reported that family business generates about 59% of the jobs in the U.S. and 78% of all new employment. The report also indicates that family businesses contribute about 50% to the nation’s gross domestic product. The revelation from this study shows a strong signal that family-owned businesses have even greater economic potential to support the growth strategy of most countries given the rapid growth in the number of small and medium scale enterprises in recent years.

Furthermore, Bird, Welsch, Astrachan, and Pistrui (2002) posited that family businesses have been a source of strength and power to most ancient economies. Family businesses play a pivotal role in fostering the economic growth and development of a nation. It serves as an engine that drives the growth potential of a nation in terms of job creation for the citizens and a source of revenue generation for the government. In recent times, the Nigerian economy has witnessed growth in the number of family-owned businesses which mostly take the form of small and medium-scale enterprises. However, the turbulent business environment coupled with myriads of government policies has impeded the growth of this very important sector. oftentimes, these businesses are made to grapple with several challenges ranging from the decay of basic infrastructure, epileptic power supply, poor road network, and poor communication network, to mention but a few. Undoubtedly, these challenges often stand as a barrier to the optimum performance of family-owned businesses in Nigeria.

In addition to these environmental factors which are external to the business, some internal factors impede the successful operation of family-owned businesses in Nigeria. The issue of succession, Similarly, Lam (2009) reported that the high possibility of family business failure has made the issue of succession the most critical one. He further noted that the effect of family business discontinuation is very dangerous and devastating as it could lead to the loss of jobs and family assets as well as family relationships. However, despite the importance of succession to the continuity of a family business, studies solely focusing on succession and how it affects the continuity of a family business seem to be very limited and scarce. Also, inadequate capital and low capacity utilization amongst others pose challenges to the performance of these businesses.

Therefore, this study would critically evaluate the problems and prospects of family-owned businesses, to determine their performance level using such indices as productivity, goal attainment, employee commitment, and satisfaction to measure their level of contribution to the overall growth and development of the economy.

Objectives of the study

The overall objective of this study is to examine the problems and prospects of family-owned businesses in Nigeria.

1. To unearth the factors significantly affecting family owned businesses in Nigeria
2. To examine the problems and prospects of building family-owned businesses in Nigeria.
3. To ascertain the level of goal attainment in family-owned businesses in Nigeria.
4. To examine the extent of employee performance and satisfaction in family-owned businesses in Nigeria.

Research Questions

The study was guided by the following research questions

1. What are the problems and prospects associated with building family-owned businesses in Nigeria?
2. What is the level of goal attainment in family-owned businesses in Nigeria given the uncertainties in the Nigerian business environment?
3. What is the level of employee performance and satisfaction in family-owned businesses in Nigeria?

Research Hypotheses

1. There are no factors significantly affecting family owned business
2. Family-owned businesses are productive and they contribute to the growth of the Nigerian economy.
3. Family-owned businesses attain their goals despite the inherent uncertainties in the Nigerian business environment.
4. There is significant difference in the level of employee performance and satisfaction between family-owned businesses in Nigeria.

LITERATURE REVIEW

To assess the empirical and theoretical relevance of past studies to the framework proposed in this study, several works have been reviewed.

Hoy & Verser (1994) examined family businesses concerning emerging businesses, emerging fields, entrepreneurship, and the family firm. They examine the definition of family business and then presented a broader definition and views of family business.

Ramona et al., (2008) investigated family businesses concerning family systems and entrepreneurial behavior. The study noted that the majority of businesses today are family businesses. They contended that researchers have neglected this area of research which has shown in its slow move. However, they called for more studies on this aspect of research.

Matthew, Moore & Fialko (1999) examined family business concerning leadership. The study developed a common leadership succession model process with the parent leader and child successor inclusive. They argued that the cognitive categorization adopted in their study influences the process of succession as the parent leader prepares the child leader for succession. However, this model did not address the issue of continuity.

Westhead (2003) in his study explored both the internal and external environmental factors that affect family business succession decision-making. The study argued on the actual retirement period of the chief executive officer (CEO) and who the CEO has in mind to succeed him or take over from him. The study further addressed the need for a succession plan by the CEO. The study found that the external environment contributes to the success of succession plans in a family business. However, like any other study, this study failed to address the issue of how succession could ensure the continuity of the business.

Ting (2009) examined succession in a family business. The study noted the function of family business in the development of enterprises. The authors argued that succession has been one of the major problems and challenges of family business which has been in debate in both practical and academic fields in the past years. Although, this study succeeded in raising the issue of succession and continuity of family business, “how to deal with succession in family business issues will be directly related to the continuing operations of enterprises?” yet the issue was not resolved or addressed in the study. The study suggested that a succession plan should be earlier than expected in family business, and should be anchored by a team that will be charged with the responsibility of developing and training the successor.

Handler (1994) only reviewed past studies on succession in a family business and therefore, presented five major issues in a family business, namely; the process of succession, the function of the founder, the viewpoint of the incoming generation, multiple levels of analysis and characteristics of effective successions. The issue relating to succession and continuity was not mentioned in this study.

Similarly, Sareshmukh & Corbett (2011) examined the duality of internal and external development of successors concerning opportunity recognition in family firms. It specifically, investigated the intersection of succession and opportunities concerning entrepreneurial behavior in family business. Successor factors such as self-efficacy, education, work experience, and perception of entrepreneurial opportunities were included in the study. The study found that successors and opportunities are significant in a family business. However, the study did not touch on the issue of succession and continuity.

Bocatto, Gispert, & Rialp (2010) examined family-owned business succession: the influence of pre-performance in the nomination of family and nonfamily members: evidence from Spanish firms. The study specifically focused on the relationship between performance and succession. Using agency and resource-based view theories, and stepwise logistic regression with a bootstrap procedure, the study posited that positive firm performance would no doubt lead to the selection of potential successor while the other hand negative performance would indicate otherwise. Finally, the study found that performance before succession does not affect these nominations, while directive experience does.

In another study, Reay and Whetten (2011) argued on the core issues of what constitutes a theoretical contribution in family business research. The study focused on some of the important aspects of family business research that could offer more understanding in this area. The study contended that many studies in this area lack solid and significant theoretical contributions. They further argued that researchers in the family business domain should always give serious consideration to the contribution of their paper research and then link their research question to the theoretical gap.

Conceptual framework

Familypreneurship

Familypreneurship is a term that combines two important concepts: “family” and “entrepreneurship.” It refers to a unique entrepreneurial endeavor where family members collaborate to establish, manage, and grow a business venture. In familypreneurship, the business is not only about profit generation but also involves preserving family values, traditions, and legacies. It reflects the integration of family dynamics and business operations, creating a dynamic intersection where personal relationships intersect with professional endeavors.

The history of familypreneurship dates back centuries, with examples found in various cultures around the world. In medieval Europe, for instance, family-operated guilds and workshops were instrumental in both economic growth and the preservation of traditional crafts. In Asia, family businesses have played a significant role in shaping economies and societies for generations, passing down knowledge and wealth through the familial line.

In contemporary times, familypreneurship has evolved to encompass a wide range of industries and sectors. Research by Chrisman et al., 2015 discusses the interplay between family involvement and entrepreneurial activities, highlighting the complex dynamics and challenges that arise when personal relationships intersect with business decisions. The study emphasizes that the success of familypreneurship hinges on effective communication, defined roles, and shared vision among family members.

The concept of familypreneurship continues to gain attention as scholars and practitioners recognize its unique blend of family and business dynamics. Understanding its historical evolution provides insight into how this fusion of entrepreneurship and family values has shaped economic landscapes and contributed to the longevity of businesses across generations (Chrisman et al., 2005).

Organization of Family Business

The organization and structure of the family business are as different and complicated as any public or private business that is not family-owned or controlled. The needs of the family perhaps predicate the organization of the family business (Bork, Jaffe, Lane, Dashew, & Heisler, 1996; Poza, 1989). In this regard, the information gleaned focused on the number of family members and non-family members actively working in the business; the relationship and personal interactions between these two groups; their collective accomplishments concerning revenues and profits; and finally the effect of the board of directors on the successor’s ability to succeed.

Family Relationships

Family relationships can affect and shape the future of a family business (Bowen, 1978; Ward, 1987). Friedman (1991) suggests that sibling relationships can affect the viability and continuity of many family businesses. Patrick’s (1985) research indicates that a successor’s satisfaction with the family business has a great deal to do with the successor’s relationship with his or her father. For this study, consequently, it was deemed important to learn about the relationships between the successors and their various family members.

The Succession Planning Process

Danco (1980), Farquhar (1989), and Vancil (1987) view succession as a process, not an event. Others (Churchill and Hatten, 1987; Davis, 1982; McGivern,1978) see succession happening in cycles or stages. Handler (1990) perceives succession as a process of role adjustment between the heir apparent or successor and the incumbent. Succession presents a multifaceted process that evolves over a long period and usually begins long before the successor enters the family business. The succession planning process is acted upon with the hope of selecting and preparing the right person to lead the family firm into the future. However, according to Ward’s (1987) calculations, the process is fallible. Effective succession is not limited to selecting a CEO; it is the firm’s growth, the family dynamics, and the quality of life that are the true barometer.

Environmental Factors Affecting Family Business.

Repatriation of profits in an unpredictable business environment encourages people into starting a family business. Family business entrepreneurs and managers are not able to anticipate all threats involved and this makes difficult the realization of anticipated returns. This is a problem that continually confronts family businesses. And to survive such an unpredictable business environment, businesses are always adjusting to changing environmental factors such as:

Economic factors: These factors as it concerns the business environment originate from the nature of the economic system the nation practices. It is necessary to consider the world economy and to also analyse the nation’s economy with emphasis on both fiscal and monetary policies that affect family business.

Political factors: Unstable political environment characterize mostly African countries. Changes in political administrations come with changes in policies and other laws which may have adverse effects on the family business.

Educational factors: Opportunities for people to get educated are increasing as a result of deliberate efforts by the government and other agencies. It is discovered that educational advancement positively impacts family business.

Market size: Nigeria, the largest Black Country provides a big power and population consumer market. Starting and running a family business highly depends on both purchasing power and the size of the market.

Socio-cultural factors: Nigeria is made up of different ethnic and cultural groups and her decision-making is influenced by consideration of socio-cultural factors. Products that conform to the culture and tradition of the people attract more patronage.

Problems of Family-owned Businesses in Nigeria.

Though many people are embracing family business because of its advantages, and the government is encouraging its development, this sector is not devoid of problems that must be overcome if the family business must survive.

Poor personnel management: The need to screen for and employ qualified hands in running the family business poses a major problem because of the lack of suitable personnel, inadequate motivating factors such as attractive pay packages, a good working environment, and opportunities for growth at work which could attract the best from the labor market.

Managerial problems: Competent management team is one major factor that helps determine success in businesses. However, Family businesses in most cases are not able to employ competent hands to pilot the affairs of their businesses, thus, they often experience difficulties in adequately transforming their human and material resources to maximum outputs.

 Poor Marketing skills: Characterizing most of the family business managers are the un-skilfulness in displaying and pricing products, and identifying customers’ needs. It is important to identify the target market and to choose the strategy to reach the large market. Family businesses adopt inadequate promotional strategies hence major problems exist.

Lack of adequate capital: poor access to adequate funds has been a major problem beclouding family businesses in Nigeria. Owner manager misappropriation of finance leads to success retardation. Dreaded by financial institutions, and improper bookkeeping, family-owned business have many problems to overcome in other to succeed.

Production Management: Adequate production management helps improve sales and returns. In family business production management policies are ill-considered and this denies this sector the necessary rate of growth.

Performance measurement

Jones & George (2009), stated that performance is measured on the degree to which a manager utilizes the scarce resources available to an organization most efficiently and effectively to accomplish the organization’s set goals and objectives and ultimately satisfy stakeholders in the organization. Performance can as well be viewed as a combination of productive assets made up of human, physical, and capital resources, all geared towards the achievement of the vision, mission, and stated goals and objectives of the organization. (Barney, 2002; Carton and Hofer, 2006).

Therefore, performance can be measured through the following factors, they include:

1. Productivity or output.
2. Goal attainment.
3. Employee Performance.
4. Employee Satisfaction.

Thus, it is based on these proxies listed above that the performance of family-owned businesses would be measured.

METHODOLOGY

Population

The population of the study will include some select family-owned businesses operating in Rivers State, Nigeria. This involves 50 family-owned businesses.

Sample technique

Several sampling techniques exist such as simple random sampling, stratified random sampling, systematic random sampling, and clustered sampling. However, Hair, Money, Samuel & Page (2003) have argued that the choice of any sampling technique is highly dependent on the theoretical and practical issues within the context of that research study. Therefore, based on the theoretical and practical issues in this proposed study, a simple random sampling was adopted to select 50 family-owned businesses. The fifty family-owned businesses were randomly selected. The reason for limiting the number of selections is for easy accessibility.

Data Collection Method

The survey research design was used for this study because of the type of information needed in the study. Thus, a structured questionnaire was distributed to the respondents; a drop-off and pick procedure of data collection will be applied in this regard..

Determination of Sampling Size

The sample size of this study was determined using the Taro Yamane formula. Thus, out of a total population of 1000 family-owned businesses, a sample size of 50 was arrived at using this formula.

Data Analysis

logit regression analysis was used to test hypothesis one while Pearson Chi-square was used to analyse the remaining study hypothesis to show the association between the variables. The decision rule is to accept the alternate hypothesis if the computed Chi-Square value is greater than the tabulated Chi-Square value otherwise reject the null hypothesis

Table 3: Factors influencing willingness to pay for solid waste disposal services

Cox and Snell R-square=0.226: Nagelkerke R- square=0.328: Chi-square=84.284: P-value=0.001

Source: Field Survey Results, 2023

The regression analysis of factors affecting family owned businesses in Rivers State, Nigeria reveals several important insights supported by the data:

Firstly, family size emerges as a significant negative factor affecting the performance of family businesses. The data shows a substantial coefficient of -1.336 (p-value = 0.023), indicating family size, negatively affects the performance of family owned businesses. The larger the family size, the more the tussle and inability to make proper decisions. The negative impact of family size on the performance of family-owned businesses is consistent with prior research. Larger family sizes often introduce complexities in decision-making processes and may lead to conflicts and challenges in reaching consensus within the family-owned business. Empirical studies such as Chua et al. (1999) and Nordqvist et al. (2009) have highlighted how family size can affect decision-making dynamics and overall performance in family businesses.

Secondly, succession planning in the organizational structure significantly affects the performance of family owned businesses. The data reflects a notable coefficient of 1.892 (p-value = 0.034), suggesting that individuals within organizations with succession plans are almost twice as likely to performer better. The positive influence of succession planning on family-owned business performance is supported by a substantial body of literature. Effective succession planning helps ensure a smooth transition of leadership and continuity, which is crucial for the long-term success of family firms. Research by Sharma (2008) and Astrachan et al. (2002) underscores the significance of succession planning in family-owned businesses and its positive impact on performance.

Conversely, the data reveals that educational factors have a negative impact on willingness to pay, with a coefficient of -1.091 (p-value = 0.041). This means that family members with higher levels of education are less likely to join the family business especially if it is not in line with their academic training or course of study. The negative impact of educational factors on family business participation is in line with existing literature, which suggests that family members with higher levels of education may seek opportunities outside the family business, especially if their academic background doesn’t align with the business’s core activities. Empirical studies such as De Massis et al. (2014) and Schulze et al. (2003) have explored how education can influence family business participation decisions.

Additionally, economic factors, as indicated by the data with a coefficient of -0.814 (p-value = 0.026), have a negative influence on family owned business. The economic/financial base of the business will go along way to affect its performance. The negative influence of economic factors on family-owned businesses aligns with the idea that the financial stability of the business significantly affects its performance. Economic challenges or financial constraints can hinder a family business’s ability to invest, grow, and adapt to changing market conditions. The literature on family business performance, including research by Chirico (2008) and Chrisman et al. (2005), emphasizes the role of economic factors in shaping business outcomes.

Lastly, political factors positively impact on the performance of family owned businesses, supported by the data with a coefficient of 0.483 (p-value = 0.042),  The positive impact of political factors on family-owned business performance suggests that a favorable political environment can create opportunities and support for these businesses. This finding corresponds with research indicating that government policies and regulations can either facilitate or impede family business success. Empirical studies, such as Habbershon et al. (2003) and Pukall and Calabrò (2014), explore the influence of political factors on family business performance.

The data-driven findings underscore the importance of considering these factors when designing policies and strategies to improve and empower family owned businesses. Further research may explore additional variables to provide a more comprehensive understanding of the dynamics behind willingness to pay in this context.

Table 4.1.  Chi-Square Tests computed from the frequency cross-tabulation

2 cells (13.3%) have an expected count of less than 5. The minimum expected count is 3.31.

Table 4.1 is the output of the computed Chi-Square values from the cross-tabulation statistics of observed and expected frequencies with the response options of agree and disagree based on the responses of the research subjects from the selected family business. Pearson. The chi-Square computed value (X2c= 215.016) is greater than their–Square tabulated value (X2t = 15.51) with 8 degrees of freedom (df) at 0.05 level of alpha (X2c =215.016, p,< .05).

Decision:

Since the Pearson Chi-Square computed X2c= 215.016 is greater than Chi-Square table value X2t = 15.51, the null hypothesis is rejected and the alternate hypothesis is accepted. Thus, we conclude that family-owned businesses are productive and they contribute to the growth of the Nigerian economy.

Table 4.2 Chi-Square Tests computed from the frequency cross-tabulation

2 cells (13.3%) have an expected count of less than 5. The minimum expected count is 3.31.

Table 4.2 is the output of the computed Chi-Square values from the cross-tabulation statistics of observed and expected frequencies with the response options of agree and disagree based on the responses of the research subjects from the family business. Pearson. The chi-Square computed value (X2c= 615.036) is greater than the Chi–Square tabulated value (X2t = 15.51) with 8 degrees of freedom (df) at 0.05 level of alpha (X2c =615.036, p,< .05).

Decision:

Since the Pearson Chi-Square computed X2c= 615.036 is greater than Chi-Square table value X2t = 15.51, the null hypothesis is rejected and the alternate hypothesis is accepted. Thus, we conclude that family-owned businesses attain their goals despite the inherent uncertainties in the Nigerian business environment.

Table 4:3 Descriptive Statistics computed from the frequency cross-tabulation

Table 4:4 One-Sample Kolmogorov-Smirnov Tests

1. Test distribution is Normal.
2. Calculated from data.

Table 4.4 is the output of the computed Z- test values from the cross-tabulation statistics of observed and expected frequencies with the response options of agree and disagree based on the responses of the research subjects from the selected family business. Z computed value (X²_c= 19.016) is greater than the Z- tabulated value (Z_t= 1.96) at 0.05 level of alpha (X²_c =10.723, p,< .05).

Decision:

Since the Z-test computed Z_c= 10.723 is greater than the Z- table value Z_t = 1.96, the null hypothesis is rejected and the alternate hypothesis is accepted. Thus, we conclude that the level of employee performance and satisfaction in family-owned businesses in Nigeria is significant

CONCLUSION AND RECOMMENDATIONS

In conclusion, this study delved into a comprehensive evaluation of the challenges and prospects entailed in establishing family-owned businesses in Nigeria. Through rigorous examination, it has become evident that family businesses represent not only integral components of entrepreneurial development but also serve as vital contributors to economic growth and transformation. By generating employment opportunities and fostering wealth creation within both families and the broader workforce, family-owned businesses play a crucial role in shaping economic landscapes.

Family-owned businesses emerge not only as potent drivers of economic development but also as vehicles for societal prosperity. Through the implementation of purposeful planning, effective management, robust succession strategies, and supportive government policies, these enterprises can be empowered to overcome challenges and seize opportunities, thus fostering their growth and enriching the national economic landscape.

Recommendations

Strategic Planning and Management: The study underscores the necessity for family businesses to institute purposeful planning and establish a robust management foundation. Effective coordination of employee efforts toward the achievement of corporate goals is pivotal. Fostering a culture of meticulous planning and strategic management will empower these businesses to navigate challenges and seize opportunities.

1. Succession Planning: Ensuring the continuity of family-owned businesses is paramount. To this end, it is recommended that leadership within these enterprises implement sound succession plans. By nurturing and preparing the next generation to take the reins, businesses can secure their legacies and ensure uninterrupted operation.
2. Government Support and Policy Framework: This study sheds light on the environmental challenges faced by family-owned businesses. To bolster their resilience and growth, the government should play a pivotal role. Establishing and enforcing policies that protect and incentivize these predominantly small and medium-scale enterprises is vital. Moreover, providing adequate infrastructure support will fortify their ability to contribute significantly to national economic growth.
3. Economic Potential and Employment Generation: The research findings underscore the remarkable performance level of family-owned businesses and their substantial contribution to economic growth and job creation. As a result, it is imperative for policymakers, researchers, and stakeholders to recognize the potential embedded within family businesses and accord them the attention they deserve.
4. Continuous Training and Skill Development: To ensure the longevity and adaptability of family-owned businesses, it is recommended to prioritize continuous training and skill development for both family members and employees. Investing in professional development programs will equip individuals with the necessary competencies to navigate changing market dynamics and technological advancements.
5. Collaboration and Networking: Encouraging family businesses to engage in collaboration and networking within their industries can lead to enhanced knowledge sharing, resource pooling, and mutually beneficial partnerships. Platforms for knowledge exchange can help these businesses stay updated on industry trends and innovative practices
6. Diversification and Innovation: Family-owned businesses should explore avenues for diversification and innovation to remain competitive and resilient. Encouraging a culture of creativity and adaptability can lead to the development of new products, services, and business models, enabling businesses to tap into new markets and revenue streams.
7. Ethical Business Practices: Upholding ethical business practices and corporate social responsibility can enhance the reputation and credibility of family-owned businesses. Embracing sustainable and socially conscious practices not only benefits the business but also contributes positively to the community and environment.
8. Research and Data Collection: Continuous research and data collection on family-owned businesses can provide valuable insights for policymakers, researchers, and practitioners. Government agencies and research institutions should collaborate to gather data, analyze trends, and formulate evidence-based policies that support the growth and sustainability of these enterprises.

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