The family firm is an institution that has historically been forced to adapt to social and juridical environmental situations. Because the leadership and day-to-day running of the firm is embedded in the social entity of the family, a complex understanding of the family business calls for a more inclusive approach towards different family members. One such family member is the wife. Coming from history in which women were denied ownership of family firms (Karlsson-Stider 2000), the wife has been described as the one doing the paper work in the firm, being the caretaker that is not viewed by others (Hollander and Bukowitz 1990), and also the person who requires perfection and control (Vera and Dean 2005). These different roles can create ambiguity (Dumas 1989) in relation to the various social spheres: in the family firm (co-worker), in the family (mother, wife), or in the surrounding social setting (friend, activities). Wives have often taken multiple roles when it comes to earning the family income, such as working in the family firm as well as holding outside employment. Even if wives have been acknowledged by their contribution to the family’s well-being and the firm’s wealth, they have often been absent from public records regarding salary and titles (Martinez Jimenez 2009), and frequently went without any compensation at all (Rowe and Hong 2000). This absence has led to a discussion about wives and women from an invisibility aspect (Lyman, Saganicoff, and Hollander 1985).