【正文】 , Davis, McCollom, amp。而且從歷史文獻來看，這個主題需要考慮的因素眾多且內(nèi)在聯(lián)系復雜。除此之外，對于家族接班人來說，家庭成員的教育和家庭濃厚的商業(yè)環(huán)境，可以使接班人更多、更早的了解企業(yè)的經(jīng)營范圍和生產(chǎn)產(chǎn)品的相關(guān)業(yè)務。s (2020)180。 繼任計劃的一個重要 作用 是 促進企業(yè)接班人 的發(fā)展。詹姆斯 (2020)指出：“人類有一種類似生物性能的的欲望，就是要把 資產(chǎn)傳給與他們有著 DNA 螺旋關(guān)系的其他人。 因此 ,我認為在家族企業(yè)領(lǐng)域，企業(yè)的接班是一個最具研究的課題。 Lansberg, 1997)。 因此 ,我的研究目標是 ,通過對家族企業(yè)的家庭情況比較以及一些案例的分析，來總結(jié)選擇二代企業(yè)家接班家族企業(yè)的原因以及影響。 Lee 和 Lim(2020)為進一步解釋選擇家族成員來接班這一觀點，運用了一個游戲理論來證明。s argument about amenity potential of family business. Smith amp。但讓人遺憾的是，即使 家族企業(yè)接班人對從事家族企業(yè)有了強烈的意愿，也沒有很多的家族企業(yè)能在繼承人接班的過程中，制定培養(yǎng)接班人的繼任計劃。 Lank, 1998). However, the high mortality rate in this type of organization points to the problem of management succession as the main challenge facing these firms. According to Ward (1987) fewer than 30% of successful family businesses make it to the third generation and fewer than 15% make it through that generation. In 1996, the European Observatory for small and mediumsized enterprises (SMEs) estimated that more than 5 million enterprises in the European Union, representing about 30% of all European enterprises, would shortly be facing the transfer of leadership. Moreover, the observatory estimated that about 30% of those enterprises, . million, would disappear because of lack of preparation regarding this transfer. According to the Best Project expert group report published in July 2020, roughly onethird of all European Union panies will change hands over the next 10 years (from 25% to 40% depending on the Member State). This report suggests that an average of 610,000 SMEs will change hands each year potentially affecting million jobs. Succession is, therefore, one of the most researched topics in the family firm field. Nevertheless, most studies have focused on the figure of the predecessor–founder as the principal architect of the pany and it