家族企業(yè)接班人外文翻譯-資料下載頁
2025-05-12 03:55本頁面
【導(dǎo)讀】人，這個現(xiàn)狀并不令人感到驚訝。最保守的估計表明,在全球范圍內(nèi)，有65%到80%的企業(yè)，其領(lǐng)導(dǎo)和管理權(quán)掌握在家族企業(yè)手中。但是，較高的企業(yè)死亡率是家族企業(yè)如今面臨的主要挑戰(zhàn)。現(xiàn)，能成功傳承到第三代的家族企業(yè)少超過30%，能經(jīng)營好第三代家族企業(yè)的不足15%。代際傳承，而這個5萬家企業(yè)，已經(jīng)占到所有歐洲企業(yè)的30%。另外,據(jù)研究人員估計,在。根據(jù)2020年7月發(fā)表的，最具權(quán)威的專家組報告顯示,大約有三分之一的歐洲企業(yè)。將在接未來的10年進入企業(yè)傳承階段。每年約有610,000家中小企業(yè)要更換企業(yè)主，并且每年將會影響萬人的工作。然而,在這個研究領(lǐng)域，我們的出發(fā)點是,接班人的發(fā)展?fàn)顩r對企業(yè)具有直接的影響，這是一個企業(yè)生存與發(fā)展的。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(fù)雜。擇二代企業(yè)家接班家族企業(yè)的原因以及影響。在被研究的這七個企業(yè)中，有接班完全成功的,也有部分成功或部分失
【正文】 These reasons correspond to nonpecuniary benefits of owning the family firm. Lambrecht (2020)180。s findings are consistent with Burkart et al.180。s (2020)180。s argument about amenity potential of family business. Smith amp。 AmoakoAdu (1999) also sumarize several arguments for appointing a family insider as a successor. They argue that family members have a greater stake in the success of the firm due to social associations. In addition, family members groomed within the business have greater knowledge about the business. Lee, Lim, amp。 Lim (2020) further offer a game theoretic explanation based on appropriation risk and agency paradox where they show that a founder owner may prefer a lower skilled family successor to a killed outsider under certain circumstances. Other studied outes of founder departure and succession include succession by a nonfamily insider and succession by a nonfamily outsider (Smith et al., 1999). Smith et al. (1999) also point out that succession by a nonfamily successor may suggest that the firm is 11 available for a takeover. Similarly, smooth succession sends a message of stability to outsider stakeholders (Cannella amp。 Lubatkin, 1993a). Family successors are thus highly valued by the founder owners even though a large proportion of family firms fail to attain a family based succession. Even though there is a strong preference for family successors, not many firms undertake the process of succession planning. One important aspect of succession planning is successor development. Little research has gone into exploring impact of succession development on outes of succession. In this study, I focus on its impact on successor180。s self efficacy and mitment and further on conflict and turnover in the family business senior management.
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