Succession represents one of the most difficult issues in a family business’ long-term performance. Extant research has focused on how myriad factors impact succession outcomes. For example, individual factors relate to specific characteristics of either the incumbent manager or potential successor, and interpersonal factors encompass how family and non-family members relate to each other. Process factors cover activities involved in succession as well as developing and then choosing a successor, and, governance factors include factors related to power distribution within a family firm. We seek to build on previous findings by employing Bayesian analysis to investigate succession. Because Bayesian analysis provides insights unavailable from more classical methods, scholars have increasingly employed it in organizational research.