经理人心理所有权满足、风险防范与家族企业成长
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摘要
家族企业几乎在世界各个国家普遍存在,在不同的国家,家族企业发展面临的问题不同。中国改革开放之后,中国的家族企业获得了蓬勃的发展,但是相对于实践界的火热,中国学者对家族企业理论的研究却比较滞后。在中国,家族企业长不大的问题日益突出,为了改变这一现状,理论界和实践界都支持企业引入社会资本这一观念,尤其是引入人力资本因素即职业经理人。但是在实践界,家族企业引入经理人后,其发展面临种种困境,例如经理人纷纷离职,“防贼做贼”现象,这些问题严重阻碍了家族企业的成长；理论界与实践界将这些问题的产生主要归因于经理人的不道德。但是,从Pierce (1991)提出了心理所有权概念后,学者们验证了心理所有权与员工的角色行为正相关。通过对国内外心理所有权文献的综述,笔者发现不仅心理所有权会对员工的行为产生影响,员工的心理所有权满足体验也对其行为产生影响；而且很少有专门针对家族企业员工心理所有权的研究,对经理人心理所有权的研究就更少。因此,从经理人的心理所有权满足角度,研究其行为选择如何影响家族企业成长是一个很有价值的课题。本文结合心理所有权的产生途径与动机,分析家族企业经理人心理所有权满足,即经理人由于心理所有权而对目标预期控制权实现的感知程度,对其行为选择的影响,丰富了国内外关于心理所有权的研究；通过分析经理人心理所有权满足对其行为选择影响,为企业内部设计更好的激励机制提供借鉴,对促进家族企业的发展成长有一定的指导意义。
全文共包括绪论、核心(2、3、4、5章)和参考文献三部分,论文的提纲如下：
第1章绪论。本部分说明了论文的研究背景、意义、国内外研究现状和论文的基本框架,并且指出了本文的创新点,阐述了论文所采用的研究方法,使读者对论文有一个总体的了解。
第2章心理所有权理论综述。这一部分是本文的理论基础。系统介绍了心理所有权的产生背景、动机、途径及其对组织的影响,使读者对本文的理论基础有一个全面的了解。
第3章经理人心理所有权满足与家族企业成长。这一部分在心理所有权的理论基础上,界定了心理所有权满足的概念；界定了经理人的概念,阐述了影响经理人心里所有权满足的因素。主要研究了经理人心理所有权满足程度对其行为选择的影响,进而论证了经理人行为选择对企业成长的影响。
第4章经理人心理所有权满足与风险防范。这一部分基于委托-代理理论,通过构建心理所有权满足的激励模型,分析风险防范；同时构建了心理所有权满足的激励机制，进而提出家族企业激励经理人努力工作的措施。
第5章结论及不足。这一部分对本文的研究结论进行总结,同时指出了本文的不足之处。
。本文运用了博弈论、成本收益比较与案例分析方法,研究发现,经理人拥有的控制权越多,其心理所有权满足程度越高,经理人行为越有利于家族企业的发展；同时,心理所有权满足还具有激励效果,即经理人心理所有权满足程度越高,经理人就越努力工作。因此,家族企业主应采取措施来提高经理人心理所有权满足程度,从而有效地解决代理风险问题,促进家族企业的发展。
本文的创新点在于两个方面：第一,从经理人的心理满足角度来研究经理人行为对家族企业成长的影响,丰富了有关家族企业成长的研究；第二,延伸了心理所有权的涵义,提出了心理所有权满足,丰富了有关心理所有权的研究。
由于笔者的研究经验、能力和时间等方面的限制,本文还存在一些不足之处。考虑到本文只在控制权维度方面了做了理论和模型的推导,论文的结论有一些局限性。
Family business prevalent in almost all countries in the world, in different countries, they face the different issues of the development. In China, after reform and opening up, family business got rapid development. However, compared to the practice, the fiery world of Chinese scholars to study family businesses is lagging behind. In China, the growing up of family business has become increasingly prominent, in order to change this situation, theory and practice of community support enterprises introducing social capital, in particular human capital factor, that is managers. However, in practice, after the introduction of managers, family business faced difficulties in its development, such as managers have left, phenomenon of agency risk, these problems are seriously hampering the growth of the business; theory and practitioners mainly due these issues to the unethical managers. However, since Pierce (1991) proposing the concept of psychological ownership, the scholars have verified psychological ownership is positive to employee behavior. By the review of Psychological ownership in domestic and international literature, the author found that not only psychological ownership affects the behavior of employees, does satisfying of also affect their behavior; and the research in employees' psychological ownership of family business is few, and that of managers is even fewer. Therefore, from the point of manager's satisfying of psychological ownership, researching how their actions affect the family business growth is a valuable subject. Based on the routes and motivations of psychological ownership, this paper studies behavior choices of managers though analyzing their satisfying of psychological ownership, that is, feeling of realizing the expected controlling over the target. That enriches the home and abroad research of psychological ownership; by analyzing the influence of the managers' satisfying of psychological ownership on their behavior choices, it provides reference for the internal design of better incentives, and provides some guidance for the promotion of development and growth of family enterprises.
The full text includes the three parts:introduction, the core (Chapter 2,3,4,5) and references. The outline is as follows:
Chapter 1 is Introduction. This section describes the research background, significance, status and the basic framework of the paper, and points out that the innovation of this paper, and the approach to the study, so that readers could have a general understanding.
Chapter 2 is Summary of Psychological Ownership Theory. This section is the theoretical basis of this article. Psychological ownership of the system introduced the background, motives, means and its impact on the organization, so that readers of this article have a theoretical basis for comprehensive understanding.
Chapter 3 is satisfaction of managers' psychological ownership and growth of family businesses. This part based on the theory of psychological ownership, defines the concept of satisfaction of managers' psychological ownership; defines the concept of the manager, and explains the factors that affect on the satisfaction of managers' psychological ownership. Mainly studies the level of satisfaction of managers' psychological ownership how to affect their behaviors choose, and then demonstrates the behaviors of managers choose how to affect business growth. Chapter 4 is the manager of psychological ownership satisfaction and risk prevention. This section, based on the principal-agent theory, analyses risk prevention by the incentive model of psychological ownership satisfaction, and constructs the incentives of psychological ownership satisfaction, then make measures for family business to make managers work hard.
Chapter 5 is Conclusions and deficiencies. This part is the summary of this study, also pointed out the shortcomings of this article.
Using game theory, cost-benefit comparison and case analysis, and this paper finds that managers have more right of control; the satisfaction degree of their psychological ownership is higher, then their acts are more favorable to the development of family enterprises. At the same time, satisfying of psychological ownership also has the incentive, that is, the satisfying degree of psychological ownership is higher, the more efforts managers make. Thus, order to address the agency risk effectively, to promote the development of the business, family business owners should take measures to improve the satisfying degree of psychological ownership.
Innovation of this paper lies in two aspects:first, from the point of manager's satisfaction of psychological ownership, analyze the growth of family businesses, which enriches the research on growth of the family business; second, extending the meaning of psychological ownership, proposing satisfaction of psychological ownership, which enriches research on psychological ownership.
Since the research experience, ability and time constraints, there are still some deficiencies in this article. Only from the dimension in the control area, does it research the satisfaction of psychological ownership, thus, the conclusion has some limitations.
全文共包括绪论、核心(2、3、4、5章)和参考文献三部分,论文的提纲如下：
第1章绪论。本部分说明了论文的研究背景、意义、国内外研究现状和论文的基本框架,并且指出了本文的创新点,阐述了论文所采用的研究方法,使读者对论文有一个总体的了解。
第2章心理所有权理论综述。这一部分是本文的理论基础。系统介绍了心理所有权的产生背景、动机、途径及其对组织的影响,使读者对本文的理论基础有一个全面的了解。
第3章经理人心理所有权满足与家族企业成长。这一部分在心理所有权的理论基础上,界定了心理所有权满足的概念；界定了经理人的概念,阐述了影响经理人心里所有权满足的因素。主要研究了经理人心理所有权满足程度对其行为选择的影响,进而论证了经理人行为选择对企业成长的影响。
第4章经理人心理所有权满足与风险防范。这一部分基于委托-代理理论,通过构建心理所有权满足的激励模型,分析风险防范；同时构建了心理所有权满足的激励机制，进而提出家族企业激励经理人努力工作的措施。
第5章结论及不足。这一部分对本文的研究结论进行总结,同时指出了本文的不足之处。
。本文运用了博弈论、成本收益比较与案例分析方法,研究发现,经理人拥有的控制权越多,其心理所有权满足程度越高,经理人行为越有利于家族企业的发展；同时,心理所有权满足还具有激励效果,即经理人心理所有权满足程度越高,经理人就越努力工作。因此,家族企业主应采取措施来提高经理人心理所有权满足程度,从而有效地解决代理风险问题,促进家族企业的发展。
本文的创新点在于两个方面：第一,从经理人的心理满足角度来研究经理人行为对家族企业成长的影响,丰富了有关家族企业成长的研究；第二,延伸了心理所有权的涵义,提出了心理所有权满足,丰富了有关心理所有权的研究。
由于笔者的研究经验、能力和时间等方面的限制,本文还存在一些不足之处。考虑到本文只在控制权维度方面了做了理论和模型的推导,论文的结论有一些局限性。
Family business prevalent in almost all countries in the world, in different countries, they face the different issues of the development. In China, after reform and opening up, family business got rapid development. However, compared to the practice, the fiery world of Chinese scholars to study family businesses is lagging behind. In China, the growing up of family business has become increasingly prominent, in order to change this situation, theory and practice of community support enterprises introducing social capital, in particular human capital factor, that is managers. However, in practice, after the introduction of managers, family business faced difficulties in its development, such as managers have left, phenomenon of agency risk, these problems are seriously hampering the growth of the business; theory and practitioners mainly due these issues to the unethical managers. However, since Pierce (1991) proposing the concept of psychological ownership, the scholars have verified psychological ownership is positive to employee behavior. By the review of Psychological ownership in domestic and international literature, the author found that not only psychological ownership affects the behavior of employees, does satisfying of also affect their behavior; and the research in employees' psychological ownership of family business is few, and that of managers is even fewer. Therefore, from the point of manager's satisfying of psychological ownership, researching how their actions affect the family business growth is a valuable subject. Based on the routes and motivations of psychological ownership, this paper studies behavior choices of managers though analyzing their satisfying of psychological ownership, that is, feeling of realizing the expected controlling over the target. That enriches the home and abroad research of psychological ownership; by analyzing the influence of the managers' satisfying of psychological ownership on their behavior choices, it provides reference for the internal design of better incentives, and provides some guidance for the promotion of development and growth of family enterprises.
The full text includes the three parts:introduction, the core (Chapter 2,3,4,5) and references. The outline is as follows:
Chapter 1 is Introduction. This section describes the research background, significance, status and the basic framework of the paper, and points out that the innovation of this paper, and the approach to the study, so that readers could have a general understanding.
Chapter 2 is Summary of Psychological Ownership Theory. This section is the theoretical basis of this article. Psychological ownership of the system introduced the background, motives, means and its impact on the organization, so that readers of this article have a theoretical basis for comprehensive understanding.
Chapter 3 is satisfaction of managers' psychological ownership and growth of family businesses. This part based on the theory of psychological ownership, defines the concept of satisfaction of managers' psychological ownership; defines the concept of the manager, and explains the factors that affect on the satisfaction of managers' psychological ownership. Mainly studies the level of satisfaction of managers' psychological ownership how to affect their behaviors choose, and then demonstrates the behaviors of managers choose how to affect business growth. Chapter 4 is the manager of psychological ownership satisfaction and risk prevention. This section, based on the principal-agent theory, analyses risk prevention by the incentive model of psychological ownership satisfaction, and constructs the incentives of psychological ownership satisfaction, then make measures for family business to make managers work hard.
Chapter 5 is Conclusions and deficiencies. This part is the summary of this study, also pointed out the shortcomings of this article.
Using game theory, cost-benefit comparison and case analysis, and this paper finds that managers have more right of control; the satisfaction degree of their psychological ownership is higher, then their acts are more favorable to the development of family enterprises. At the same time, satisfying of psychological ownership also has the incentive, that is, the satisfying degree of psychological ownership is higher, the more efforts managers make. Thus, order to address the agency risk effectively, to promote the development of the business, family business owners should take measures to improve the satisfying degree of psychological ownership.
Innovation of this paper lies in two aspects:first, from the point of manager's satisfaction of psychological ownership, analyze the growth of family businesses, which enriches the research on growth of the family business; second, extending the meaning of psychological ownership, proposing satisfaction of psychological ownership, which enriches research on psychological ownership.
Since the research experience, ability and time constraints, there are still some deficiencies in this article. Only from the dimension in the control area, does it research the satisfaction of psychological ownership, thus, the conclusion has some limitations.
引文
①金波，职业经理概论[M],高等教育出版社，2004年，第5页
①剩余控制权是指企业控制权中扣除经理人特定控制权和企业主的控制权以外的没有规定归谁控制的权力。
①根据这篇文章改编的：余琛,职业经理人与雇主之间契约关系及其心理所有权研究[J],基于全球视角的人力资源管理理论与实践问题研究——国际人力资源开发研究会第六届亚洲年会论文集(中文部分),2007年
①图中的实线箭头表示家族成员应直接对经理人负责,经理人直接对企业主负责；虚线箭头表示家长式权威导致的的家族成员越过经理人直接对企业主负责。
②何志毅,《民营企业案例》,北京大学出版社,2004,178-190页
①参考：岳香,《经营者激励与企业绩效关系研究》,合肥工业大学出版社,2009,第139页
①参考：哈罗德.孔茨等,《管理学》,经济科学出版社2002年版,第307页。
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①剩余控制权是指企业控制权中扣除经理人特定控制权和企业主的控制权以外的没有规定归谁控制的权力。
①根据这篇文章改编的：余琛,职业经理人与雇主之间契约关系及其心理所有权研究[J],基于全球视角的人力资源管理理论与实践问题研究——国际人力资源开发研究会第六届亚洲年会论文集(中文部分),2007年
①图中的实线箭头表示家族成员应直接对经理人负责,经理人直接对企业主负责；虚线箭头表示家长式权威导致的的家族成员越过经理人直接对企业主负责。
②何志毅,《民营企业案例》,北京大学出版社,2004,178-190页
①参考：岳香,《经营者激励与企业绩效关系研究》,合肥工业大学出版社,2009,第139页
①参考：哈罗德.孔茨等,《管理学》,经济科学出版社2002年版,第307页。
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