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传承实践中,已有部分家族企业完成了权杖交接,但接班人与其家族竞争者之间却爆发了一系列的冲突。针对这一现象,本文采用现象驱动型案例研究方法,根据冲突处理理论,分别选取了新鸿基、均瑶、利丰、龙盛、海鑫五个典型案例,并借助扎根理论研究法,深入分析家族企业权威基础和权威冲突的内在机理。研究发现,家族企业接班人的三种权威基础要素以及之间的相互关系,且合法性在权威要素和真实权威之间起中介作用,同时,合法性评判是引发权威冲突的深层次原因。此外,接班人与家族竞争者面对权威冲突所采取的处理意图都会对家族企业的传承结果与发展产生不同的影响。本文拓展了家族企业代际传承的研究方向,对于现实中传承的家族企业具有重要的实践指导意义。
In the practice of inheritance, some family-owned enterprises have completed the transfer of scepter, but a series of conflicts broke out between successors and their family competitors. In response to this phenomenon, this paper uses phenomenon-driven case study method, according to conflict management theory, five typical cases of Sun Hung Kai, Jun Yao, Li & Fung, Longsheng, Haixin were selected, and with grounded theory research method, The Internal Mechanism of the Conflict between the Authority of Enterprises and the Authority. The study found that the three basic elements of the succession of family business and the interrelationship between them, and the legitimacy between the authoritative elements and the real authority play an intermediary role. At the same time, the legitimacy evaluation is the deep-seated reasons for the authoritative conflict. In addition, the handling intention of the successors and family competitors in the face of authoritative conflicts will have different effects on the inheritance and development of family-owned enterprises. This paper expands the research direction of intergenerational inheritance of family business, which has important practical guidance for the family business inherited in reality.