摘要
针对核心问题“冲突管理如何塑造家族企业二代的接班模式选择”展开研究。通过归纳式案例研究方法,对6个发生传承的家族企业进行深入分析,最终发现:传承中的代际冲突程度和类型因代际关系而异,二代接班意愿和代际冲突类型共同决定代际冲突管理策略。传承过程中对代际冲突的管理策略有4种:承者主动式、传者主动式、业务规避式、第三人劝说式。二代的冲突管理策略映射着他们的心理倾向,借此识别出二代对自我需求及一代需求的关注程度差异,最终归纳出4种二代接班模式:迂回型(0+1)、选择型(1+1)、适应型(1+0.5)、融合型(1+0)。希望这些研究发现对家族企业传承及冲突管理文献有所贡献,对家族企业二代创业的前因研究有所拓展,对我国家族企业传承实践有所帮助。
This paper focuses on the core question of“How conflict management in family businesses shapes the succession patterns of the second generation”.Through an inductive case study method,this paper analyzes six family businesses during their succession process.The study finds that the degree and type of intergenerational conflicts in the succession process are different because of intergenerational relations.The succession willingness of the second generation and the type of intergenerational conflicts together determine the intergenerational conflict management tactics.There are four management tactics for intergenerational conflicts:the successor initiative,incumbent initiative,business avoidance,and the third-party intervention.The conflict management strategies of the second generation reflect their psychological tendencies.This article identifies the differences in the second generation’s attention to self-demand and the needs of the first generation.It finally concludes that there are four types of second-generation succession patterns:Fusion type(1+0),adaptive type(1+0.5),selection type(1+1),and detour type(0+1).These research findings can contribute to the family business succession and conflict literature,expand the research on the causes of the cross-generation entrepreneurship in family,and have some enlightening significance for China’s family business succession practices.
作者
李卫宁
张妍妍
吕源
LI Wei-ning;ZHANG Yan-yan;LüYuan(School of Business Administration,South China University of Technology,Guangzhou 510641,China)
出处
《管理案例研究与评论》
CSSCI
2020年第5期493-511,共19页
Journal of Management Case Studies
基金
国家自然科学基金面上项目“代际冲突与认知差异对家族企业传承的影响研究”(71772068)
教育部社会科学研究一般项目“认知视角的家族企业传承研究”(17YJA630044)。
关键词
家族企业
代际冲突
接班意愿
冲突管理
接班模式
family business
intergenerational conflict
succession willingness
conflict management
succession patterns
