代际传承与“二代”企业家群体研究——以广东为例
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摘要
改革开放40年来,广东省的民营经济总体规模不断扩大,而伴随着改革开放成长起来的民营企业也开始启动企业传承,进入接班换代高峰期,"二代"企业家逐渐成为不可忽视的社会群体。为了解"二代"企业家的经济理念与社会特征、企业继任对后续发展的影响,研究者在广东开展"二代"企业家调研,通过定性与定量的混合研究方法试图呈现广东民营企业在传承过程中的具体安排和特征,父子两代企业家在产业选择、企业治理、技术更新、企业文化等方面的异同,企业传承的效果与瓶颈,分析代际传承对企业发展的影响。
In the past 40 years of reform and opening up, the overall scale of Guangdong's private-sector economy has vastly expanded. Private enterprises in Guangdong have started to proceed with their family business succession. The Next-Generation business leaders of private enterprises have gradually formed a social group that cannot be overseen. To understand the economic rationale and social characteristics of this group, to thoroughly assess the impact of succession process, the author designs a mixed-method study which combines qualitative and quantitative research to explore the inter-generational convergence and divergence in the process of private enterprises' intergenerational succession, particularly in the industrial preference, corporate governance,technological upgrading, corporate cultural cultivation, major obstacles facing two generations of entrepreneurs during the succession and its profound consequences.
In the past 40 years of reform and opening up, the overall scale of Guangdong's private-sector economy has vastly expanded. Private enterprises in Guangdong have started to proceed with their family business succession. The Next-Generation business leaders of private enterprises have gradually formed a social group that cannot be overseen. To understand the economic rationale and social characteristics of this group, to thoroughly assess the impact of succession process, the author designs a mixed-method study which combines qualitative and quantitative research to explore the inter-generational convergence and divergence in the process of private enterprises' intergenerational succession, particularly in the industrial preference, corporate governance,technological upgrading, corporate cultural cultivation, major obstacles facing two generations of entrepreneurs during the succession and its profound consequences.
引文
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[7]郭超.子承父业还是开拓新机--二代接班者价值观偏离与家族企业转型创业[J].中山大学学报(社会科学版),2013(02):189-198.
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[10]潘晨光、方虹.家族企业的继承问题初探[J].世界经济与政治论坛,2003(01):83-87.
[2]吕福新.家族企业的资源短缺与理念接续[J].管理世界,2003(12):128-136.
[3]窦军生、贾生华.“家业”何以长青?--企业家个体层面家族企业代际传承要素的识别[J].管理世界,2008(09):105-117.
[4]J.Lambrecht.Multigenerational Transition in Family Businesses:A New Explanatory Model[J].Family Business Review,2005(04):267-282.
[5]王树金、林泽炎.民营企业“继创者”分析框架、特征及培养策略[J].中央社会主义学院学报,2017(01):67-72.
[6]李敢.产业转型升级中的民企承继问题--以“富二代”接班议题为例[J].产经评论,2012(03):76-82.
[7]郭超.子承父业还是开拓新机--二代接班者价值观偏离与家族企业转型创业[J].中山大学学报(社会科学版),2013(02):189-198.
[8]李春来.民营企业家族化管理的创新研究:一个文化的解释[J].经济体制改革,2002(03):143-147.
[9]张强.自家人、自己人和外人--中国家族企业的用人模式[J].社会学研究,2003(01):12-20.
[10]潘晨光、方虹.家族企业的继承问题初探[J].世界经济与政治论坛,2003(01):83-87.