管理评论 ›› 2020, Vol. 32 ›› Issue (11): 233-244.

• 组织行为与人力资源管理 • 上一篇    下一篇

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

王爽1, 张聪群1,2, 陈士慧1,2, 吴炳德3   

  1. 1. 宁波大学商学院, 宁波 315211;
    2. 宁波大学非公经济研究基地, 宁波 315211;
    3. 福州大学经济与管理学院, 福州 350116
  • 收稿日期:2019-12-31 出版日期:2020-11-28 发布日期:2020-12-05
  • 通讯作者: 张聪群(通讯作者),宁波大学商学院教授,博士,硕士生导师
  • 作者简介:王爽,宁波大学商学院硕士研究生;陈士慧,宁波大学商学院副教授,博士,硕士生导师;吴炳德,福州大学经济与管理学院副教授,博士,硕士生导师。
  • 基金资助:
    国家自然科学基金项目(71802114;71972042);教育部人文社科青年基金项目(18YJC630008;17YJC630170);浙江省科技厅软科学研究计划(2018C35005);宁波大学教学科研一般项目(JYXMXYB201903)。

Nurturing Next Generation's Willingness: A Qualitative Comparative Analysis Based on Family System Theory

Wang Shuang1, Zhang Congqun1,2, Chen Shihui1,2, Wu Bingde3   

  1. 1. School of Business, Ningbo University, Ningbo 315211;
    2. Non-public Economic Research Base, Ningbo University, Ningbo 315211;
    3. School of Management and Business, Fuzhou University, Fuzhou 350116
  • Received:2019-12-31 Online:2020-11-28 Published:2020-12-05

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