家族二代的接班意愿从何而来？——基于家族系统理论的定性比较分析

摘要/Abstract

摘要： 子承父业是家族企业传承的主流方式。家族系统对子女的接班意愿产生重要影响，但在以往研究中却受忽视。在家族系统理论的基础上，本文采用定性比较分析方法，以22个家族企业二代为样本，提出了家族系统的“结构-互动-功能”模型，探讨影响二代接班意愿的多重并发因素和因果复杂机制。主要结论如下：（1）高接班意愿的驱动机制可归为三种路径：独女继任型、规范-治理型、规范-沟通型。其中，第一条路径指小型家族和独生女的联动匹配，另外两条路径显示了家族系统的规范程度分别与正式治理以及非正式沟通的联动匹配；较之于规范-治理型，规范-沟通型更有效地激活了二代的接班意愿。（2）在多子女家族中，高水平的沟通更有可能带来男性二代的高接班意愿；在独子女家族中，保持良好治理或者独女家族更有可能驱动二代的高接班意愿。（3）非高意愿的驱动机制可归为两条路径：失范-疏离型、失范-冲突型，且与高接班意愿的驱动机制存在非对称关系。

关键词: 家族结构, 接班意愿, 组态分析, 家族系统理论

Abstract: Transferring the leadership from parents to next generation is very common in family business. As the key issue of successor's willingness, family system was ignored in family business research. Based on the theory of family system, this paper uses the Qualitative Comparative Analysis (QCA) and fuzzy sets to analyze the data of twenty-two second generations from family firms, and proposes the SIF Model (Structure-Interaction-Function) to explore the multiple concurrent factors and causal complex mechanisms between the family and succession willingness. We conclude that the driving mechanism of high succession willingness can be classified into three paths: only-daughter succession, functional-governance,functional-communication. The first path refers to the match of the small-size family and the only daughter successor, and the other two paths show that how the functional family system matches formal governance and informal communication. Compared with functional-governance,functional-communication is more likely to nurture the next generation's willingness. Furthermore, in the family with more than one child, high-level communication leads to the high willingness of male successor. For those one-child families, maintaining good level of governance or only heiress may lead to high succession willingness. Finally, the driving mechanism of non-high succession willingness can be classified into two paths: dysfunctional-isolation, dysfunctional-conflict. There is an asymmetric relationship compared with the driving mechanism of high succession willingness.

Key words: family structure, succession willingness, configuration analysis, family system theory

王爽, 张聪群, 陈士慧, 吴炳德. 家族二代的接班意愿从何而来？——基于家族系统理论的定性比较分析[J]. 管理评论, 2020, 32(11): 233-244.

Wang Shuang, Zhang Congqun, Chen Shihui, Wu Bingde. Nurturing Next Generation's Willingness: A Qualitative Comparative Analysis Based on Family System Theory[J]. Management Review, 2020, 32(11): 233-244.

参考文献

[1] Sharma P., Chrisman J. J., Chua J. H. Predictors of Satisfaction with the Succession Process in Family Firms[J]. Journal of Business Venturing, 2003,18(5):667-687
[2] Parker C. S. Family Firms and the "Willing Successor" Problem[J]. Entrepreneurship Theory & Practice, 2016,40(6):1241-1259
[3] 李秀娟. 重拾家文化:如何提升接班意愿[J]. 清华管理评论, 2015,5(12):32-41
[4] Bandura A. Social Foundations of Thought and Action[M]. Englewood Cliffs, NJ:Prentice-Hall, 1986
[5] Jasikiewicz P., Combs J. G., Shanine K. K., et al. Introducing the Family:A Review of Family Science with Implications for Management Research[J]. Academy of Management Annals, 2017,11(1):309-341
[6] 陈士慧,吴炳德,巩键,等. 家族凝聚力与战略先动性[J]. 科研管理, 2016,37(5):94-102
[7] Chrisman J. J., Sharma P., Taggar S. Family Influences on Firms:An Introduction[J]. Journal of Business Research, 2007,60(10):1005-1011
[8] Dyer W. G. The Family:The Missing Variable in Organizational Research[J]. Entrepreneurship Theory and Practice, 2003,27(4):401-416
[9] 陈士慧,吴炳德,窦军生,等. 家族关系如何影响企业创新?——对企业创新过程中不可忽视的"家族力量"的检验[J]. 科学学研究, 2016,34(5):793-800
[10] Jaskiewicz P., Dyer W. G. Addressing the Elephant in the Room:Disentangling Family Heterogeneity to Advance Family Business Research[J]. Family Business Review, 2017,30(2):111-118
[11] Rau S. B., Schneider-Siebke V., Günther C. Family Firm Values Explaining Family Firm Heterogeneity[J]. Family Business Review, 2019,32(2):195-215
[12] Neubaum D. O., Kammerlander N., Brigham K. H. Capturing Family Firm Heterogeneity:How Taxonomies and Typologies Can Help the Field Move Forward[J]. Family Business Review, 2019,32(2):106-130
[13] Ahrens J. P., Landmann A., Woywode M. Gender Preferences in the CEO Successions of Family Firms:Family Characteristics and Human Capital of the Successor[J]. Journal of Family Business Strategy, 2015,6(2):86-103
[14] Mcmullen J. S., Warnick B. J. To Nurture or Groom? The Parent-Founder Succession Dilemma[J]. Entrepreneurship Theory & Practice, 2015,39(6):1379-1412
[15] Ling Y., Baldridge D., Craig J. B. The Impact of Family Structure on Issue Selling by Successor Generation Members in Family Firms[J]. Journal of Family Business Strategy, 2012,3(4):220-227
[16] Blumentritt T. P. Bringing Successors into the Fold:The Impact of Founders' Actions on Successors[J]. Entrepreneurship Theory & Practice, 2016,40(6):1261-1267
[17] Lee J. Impact of Family Relationships on Attitudes of the Second Generation in Family Business[J]. Family Business Review, 2006,19(3):175-191
[18] Lansberg I., Astrachan J. H. Influence of Family Relationships on Succession Planning and Training:The Importance of Mediating Factors[J]. Family Business Review, 1994,7(1):39-59
[19] Lee J. S. K., Zhao G., Lu F. The Effect of Value Congruence Between Founder and Successor on Successor's Willingness:The Mediating Role of the Founder-Successor Relationship[J]. Family Business Review, 2019,32(3):259-276
[20] Combs J. G., Shanine K. K., Burrows S., et al. What do We Know about Business Families? Setting the Stage for Leveraging Family Science Theories[J]. Family Business Review, 2019,33(1):33-63
[21] James A. E., Jennings J. E., Breitkreuz R. S. Worlds Apart? Rebridging the Distance between Family Science and Family Business Research[J]. Family Business Review, 2012,25(1):87-108
[22] Smith S. R., Hamon R. R. Exploring Family Theories (4rd edition.)[M]. New York:Oxford University Press, 2017
[23] Powell G. N., Eddleston K. A. Family Involvement in the Firm, Family-to-Business Support, and Entrepreneurial Outcomes:An Exploration[J]. Journal of Small Business Management, 2017,55(4):614-631
[24] Chrisman J. J., Sharma P., Steier L. P., et al. The Influence of Family Goals, Governance, and Resources on Firm Outcomes[M]. Los Angeles:SAGE Publications Sage CA, 2013
[25] 余向前. 家族企业子女接班意愿的影响因素分析:基于温州地区的调查[J]. 软科学, 2008,22(8):55-59
[26] Kidwell R. E., Kellermanns F. W., Eddleston K. A. Harmony, Justice, Confusion, and Conflict in Family Firms:Implications for Ethical Climate and the "Fredo Effect"[J]. Journal of Business Ethics, 2012,106(4):503-517
[27] Bjömberg Å., Nicholson N. Emotional Ownership:The Next Generations Relationship with the Family Firm[J]. Family Business Review, 2012,25(4):374-390
[28] 杜运周,贾良定. 组态视角与定性比较分析(QCA):管理学研究的一条新道路[J]. 管理世界, 2017,33(6):155-167
[29] Olson D. H. Circumplex Model of Marital and Family Systems[J]. Journal of Family Therapy, 2000,22(2):144-167
[30] Chen S., Fang H. C., Mackenzie N. G., et al. Female Leadership in Contemporary Chinese Family Firms[J]. Asia Pacific Journal of Management, 2018,35(1):181-211
[31] Malinowski B. Argonauts of the Western Pacific[M]. New York:Dutton, 1922
[32] Jennings J. E., Brush C. G. Research on Women Entrepreneurs:Challenges to (and from) the Broader Entrepreneurship Literature?[J]. The Academy of Management Annals, 2013,7(1):663-715
[33] Galvin K. M., Bylund C. L., Brommel B. J. Family Communication:Cohesion and Change (8th ed.)[M]. Upper Saddle River, NJ:Pearson Education, 2012
[34] Popenoe D. Life without Father:Compelling New Evidence that Fatherhood and Marriage Are Indispensable for the Good of Children and Society[M]. New York, NY:Simon & Schuster., 1996
[35] 窦军生,贾生华. 个人意愿、家族承诺与家族企业传承计划的实施[J]. 中大管理研究, 2007,2(4):1-18
[36] Sharma P., Chrisman J. J., Chua J. H. Succession Planning as Planned Behavior:Some Empirical Results[J]. Family Business Review, 2003,16(1):1-15
[37] Sharma P., Irving P. G. Four Bases of Family Business Successor Commitment:Antecedents and Consequences[J]. Entrepreneurship Theory and Practice, 2005,29(1):13-33
[38] Richards M., Kammerlander N., Zellweger T. Listening to the Heart or the Head? Exploring the "Willingness Versus Ability" Succession Dilemma[J]. Family Business Review, 2019,32(4):330-353
[39] Garcia P. R. J. M., Sharma P., De Massia A., et al. Perceived Parental Behaviors and Next-Generation Engagement in Family Firms:A Social Cognitive Perspective[J]. Entrepreneurship Theory and Practice, 2019,43(2):224-243
[40] Crilly D., Zollo M., Hansen M. T. Faking It or Muddling through? Understanding Decoupling in Response to Stakeholder Pressures[J]. Academy of Management Journal, 2012,55(6):1429-1448
[41] Yu X., Stanley L., Li Y., et al. The Invisible Hand of Evolutionary Psychology:The Importance of Kinship in First-Generation Family Firms[J]. Entrepreneurship Theory and Practice, 2020,44(1):134-157
[42] Klein S. B., Astrachan J. H., Smyrnios K. X. The F-PEC Scale of Family Influence:Construction, Validation, and Further Implication for Theory[J]. Entrepreneurship Theory and Practice, 2005,29(3):321-339
[43] Jennings P. D., Cliff J. E. Commentary on the Multidimensional Degree of Family Influence Construct and the F-PEC Measurement Instrument[J]. Entrepreneurship Theory & Practice, 2005,29(3):341-347
[44] 李超平,王桢,毛凯贤. 管理研究量表手册[M]. 北京:中国人民大学出版社, 2016
[45] 高维和,黄沛,江晓东. 人际沟通与企业间关系:心理契约的中介作用[J]. 管理评论, 2012,24(4):124-132
[46] Karaevli A., Yurtoglu B. B. Founding Family Effects on Business Group Growth:Longitudinal Evidence from Turkey (1925-2012)[J]. Long Range Planning, 2018,51(6):831-864
[47] Bertraand M., Johnson S., Samphantharak K., et al. Mixing Family with Business:A Study of Thai Business Groups and the Families behind Them[J]. Journal of Financial Economics, 2008,88(3):466-498
[48] 张明,陈伟宏,蓝海林. 中国企业"凭什么"完全并购境外高新技术企业——基于94个案例的模糊集定性比较分析(fsQCA)[J]. 中国工业经济, 2019,(4):117-135
[49] 程建青,罗瑾琏,杜运周,等. 制度环境与心理认知何时激活创业?——一个基于QCA方法的研究[J]. 科学学与科学技术管理, 2019,40(2):114-131
[50] 吴炳德,陈士慧,陈凌. 制度变迁与女性创业者崛起——来自LN家族的案例[J]. 南方经济, 2017,35(3):23-41
[51] Berrone P., Cruz C., Gomez-Mejila L. R. Socioemotional Wealth in Family Firms:Theoretical Dimensions, Assessment Approaches, and Agenda for Future Research[J]. Family Business Review, 2012,25(3):258-279
[52] Chrisman J. J., Chua J. H., Pearson A. W., et al. Family Involvement, Family Influence, and Family-Centered Non-Economic Goals in Small Firms[J]. Entrepreneurship Theory and Practice, 2012,36(2):267-293
[53] 贺小刚,李婧,张远飞,等. 创业家族的共同治理有效还是无效?——基于中国家族上市公司的实证研究[J]. 管理评论, 2016,28(6):150-161
[54] 朱仁宏,伍兆祥,靳祥鹏. 言传身教:价值观一致性、家族传承与企业成长关系研究[J]. 南方经济, 2017,37(8):68-83
[55] 徐萌娜,周生春. 基于利他主义视角的家族企业代理问题与代际传承研究[J]. 外国经济与管理, 2008,30(7):52-57
[56] Daspit J. J., Chrisman J. J., Sharma H. P., et al. Governance as a Source of Family Firm Heterogeneity[J]. Journal of Business Research, 2018,84(March):293-300
[57] Cooper J. T., Kidwell R. E., Eddleston K. A. Boss and Parent, Employee and Child:Work-Family Roles and Deviant Behavior in the Family Firm[J]. Family Relations, 2013,62(3):457-471
[58] Avloniti A., Iatridou A., Kaloupsis I., et al. Sibling Rivalry:Implications for the Family Business Succession Process[J]. International Entrepreneurship and Management Journal, 2014,10(4):661-678
[59] 陈志军,马鹏程,张芯蕊,等. 认知凝聚力、家族承诺感与组织创造力[J]. 南方经济, 2017,35(8):8-28