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继任者领导力发展是家族企业持续发展的重要战略。过往研究大多以家族企业的创业者或现任企业家为研究对象,探究他们的领导行为、领导风格等,文章以继任者为研究对象,通过家族企业传承的国内外研究文献的系统分析,提取出父子关系、长期取向、合作精神、知识获取、角色认知、风险意识等影响继任者领导力发展的六个要素,并进行继任过程四阶段分析,形成了完整的继任者领导力发展的过程模型。
Abstract：Successors' leadership development is one of the most important strategies for family firms.The established researches focus on founders' leadership behavior or leadership style.The purpose of this qualitative research is to better understand the successors' leadership characteristics and their approaches to the leadership of the family firms.Based on literature analysis,successors' leadership goals,firm culture related to the family,and entrepreneurs successors' motivation to develop in the family firm are regarded as three aspects different from predecessors' leadership.Then factors that shape successors' leadership are investigated.Content variables Abstracted including positive parent-child relationships,knowledge acquisition,long-term orientation,cooperation,successor roles,and risk-perception.A four-stage model that ties six variables with succession process is proposed,which explains the mechanism of successors' leadership development.The research results are helpful for successors' leadership development.
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基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2012.07.007
中图分类号:F276.5
引用信息:
[1]孙海法,黄玉梅.家族企业继任者领导力发展的过程机制[J].商业经济与管理,2012,No.249(07):49-56.DOI:10.14134/j.cnki.cn33-1336/f.2012.07.007.
基金信息:
中山大学“985工程”三期项目“中国家族企业研究创新基地”
2012-07-15
2012-07-15