價值觀一致性對代際傳承績效的影響: 基於中國家族企業家的研究

Value Congruence on Family Firm Performance in Generation Transition: Family Evidence in Chinese Family Firms

Student thesis: Doctoral Thesis

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Author(s)

Related Research Unit(s)

Detail(s)

Awarding Institution
Supervisors/Advisors
  • Haibin YANG (Supervisor)
  • Changjiang LV (External person) (External Supervisor)
Award date30 Dec 2019

Abstract

本文主要是從家教模式的視角出發,研究家族企業代際傳承者與其組織之間的價值觀一致性對家族企業績效的影響。具體而言,是家教模式對家族企業繼承人的價值觀一致性和企業績效的影響。以往關於家族企業的研究致力於探討影響家族企業成功的因素,但是以往的研究並沒有得出普遍認可的結論。具體而言,以往關於價值觀一致性的研究並沒有考慮到中國家族企業的特殊性。與非家族企業相比,家族企業有著自身顯著的特性,包括對社會情感財富的重視以及家族成員與非家族成員之間的關係等。故此,以往關於價值觀一致性的研究可能並不適用於家族企業。另外,雖然以往研究已經表明個體特質會影響個人-組織之間價值觀一致性,但是以往研究卻並沒有深入研究家教模式在這些個人特質形成過程中的重要作用。鑒於此,基於家族企業家教模式的視角,本文探討家教模式如何影響個人-組織之間的價值觀一致性,以及這種價值觀一致性對家族企業代際傳承績效的影響。基於價值觀一致性的相關文獻,我們提出個人-組織價值觀一致性對企業績效有著積極的正向影響作用。我們同時也提出組織結構(也即組織扁平化程度)會調節價值觀一致性和企業績效之間的正向關係。

具體而言,我們提出相對於權威性家教模式,民主式家教模式更能促進個人-組織的價值觀一致性;相對于留學教育,本土教育模式更能促進個人-組織的價值觀一致性;相對于理科專業而言,文科專業更能促進個人-組織的價值觀一致性。我們同時也提出,價值觀一致性對企業績效的正向影響在扁平化組織中更加顯著。通過對137份家族企業樣本的分析,我們的大部分研究假設基本得到了支持。
This study investigates the influence of education approaches a successor received on the subsequent person-organization value congruence and firm performance in family firms. Prior research on family business has attempted to explain the success of family firms, but there is no consistent conclusion.

Specifically, most prior studies have overlooked the specific characteristics of the family firms in China. Compared to non-family firms, family firms emphasize both the economic benefits and socioemotional wealth, specially the socioemotional wealth. Besides, family firms have to strategically manage the relationship between family members and non-family members. Moreover, although most previous studies has acknowledge the critical role of individual personality in person-organization value congruence, they have not investigated how family education affects individual personality in depth. Consequently, drawing on the literature on value congruence, we contend that person-organization value congruence has a positive effect on firm performance. We also contend that such positive relationship is moderated by organizational structure. Given the positive influence of person-organization congruence, we contend that the education a successor received affects the successor’s person-organization value congruence. Specifically, compared to authoritative education, democratic education has a positive effect on person-organization value congruence; compared to foreign education, local education has a positive effect on person-organization value congruence; and compared to scientific major, arts major has a positive effect on employee-organization value congruence. An analysis of 137 family firms provides general support for our hypotheses.

    Research areas

  • family firm, family education, value congruence, firm performance