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博碩士論文 etd-0626116-151539 詳細資訊
Title page for etd-0626116-151539
論文名稱
Title
從接班人觀點探討企業接班選擇與議題-以台灣家族企業為例
Research on Business Successor Choice and Issues from the Perspective of Successors: The Case of Taiwanese Family Businesses
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
77
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2016-07-10
繳交日期
Date of Submission
2016-07-26
關鍵字
Keywords
家族企業、接班人選擇、選擇要件、接班人、家族企業接班
Attribute, Successor, Family Business Succession, Selection, Family Business
統計
Statistics
本論文已被瀏覽 5809 次,被下載 77
The thesis/dissertation has been browsed 5809 times, has been downloaded 77 times.
中文摘要
接班是企業管理的重要議題,對家族企業而言,接班亦代表著家族權力與影響的傳承。接班人的選擇對上市櫃公司或者大型企業而言,更是重要的議題。本研究欲從接班人的角度探討台灣家族企業接班人選擇要件,以及接班過程中的重要議題為何。此研究採取多個案研究法,訪談六位身為家族成員的家族企業接班人或重要幹部,得到的結果如下:第一代創辦人的選擇要件不脫血緣與性別,且戰功是重要的。第二代若未來要選擇,則目前較注重意願、正直與人品、人際關係能力、情緒智商,與團隊合作。本研究認為,大型企業接班選擇要件與接班人成功接班的三大要素為:正當性(血緣與性別等屬人性特徵)、戰功、老臣支持。以接班實務角度,接班特質與要件可被區分為可安排與不可安排的要件。可安排即可影響、事先準備的要件,如教育程度、人際關係、人品等等,不可安排則為屬人性要件與先天個性。
Abstract
This study explores the desirable successor attributes in Taiwanese large family businesses from the viewpoint of successors. Multi-case study in terms of in-depth interview is adopted. It is revealed that family kinship, accomplishment, and support from senior managers are the key for choosing successor and allowing the successor to be approved as future. Also, incumbents tend to have preference on successor attribute depending on personal background and need of firm. Participants have also indicated the desirable attributes for future successor. However, the result should be examined by actual decisions in the futures.

Several issues regarding to family business succession are also raised, including (1) Succession is about team of a generation from another, instead of power transfer between two individuals (2) The efficiency of gaining experience in an external firm (3) Timing for succession could hardly be designed (4) Taiwanese founders tend to retain their power within business even if they retired (5) Cross-generational communication should be well-managed
目次 Table of Contents
Chapter I: Introduction 1
1-1 Research Background and Motivation 1
1-2 Research Objectives 2
1-3 Research Procedures 4
Chapter II: Literature Review 4
2-1 Family Business 4
2-1-1 Defining Family Business 4
2-1-2 Advantages of Family-Run Business 7
2-2 Family Business Succession 9
2-2-1 Review on Family Business Succession 9
2-2-2 Intra-Family Succession 12
2-2-3 Chinese Cultural Influence 12
2-2-4 Founder 13
2-2-5 Previous Implications for Family Business Succession 14
2-3 Selecting Family Business Successor 15
2-3-1 Condition for Selection 15
2-3-2 Criteria for Selection 17
Chapter III: Research Methodology 26
3-1 Case Study 26
3-2 Research Process 27
3-2-1 Design of Interview Questions 27
3-2-2 Type of Interview 27
3-2-3 Source of Research Cases 28
3-3 Data Collection 29
3-3-1 Data 29
3-3-2 Informants 30
Chapter IV Case Analyses 32
4-1 Case Company Profile 32
4-2 Valued Successor Attributes and Essential Issues in Succession 34
4-2-1 Identified favored successor attributes for first generation 34
4-2-2 Identified keys for business management 41
4-2-3 Informants’ Valued Attributes on Selecting Successor 41
4-2-4 Important issues during succession process 48
Chapter V: Conclusion 56
5-1 Conclusion 56
5-2 Findings 58
5-3 Managerial Implication 63
5-4 Limitation and Suggestions for Future Research 64
References 65
Appendix: Interview Outline 70
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References
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