如何“后继有人”?——基于身份视角的家族企业接班人培养策略组态研究  

How to Have Qualified Successors?A Configuration Study on Family Business Success or Training Strategy from an Identity Perspective

作　　者：邢莹莹 奚菁[1] 熊乐 晋琳琳[1] Yingying Xing;Jing Xi;Le Xiong;Linlin Jin(School of Management,Guangdong University of Technology)

机构地区：[1]广东工业大学管理学院

出　　处：《管理学季刊》2022年第2期136-162,194,195,共29页Quarterly Journal of Management

基　　金：国家自然科学基金面上项目“家族企业社会创业的动机来源、能力形成和价值实现:基于身份理论视角”(71872054);国家自然科学基金面上项目“认知与行为视角下新创企业TMT动态演进及其对创业绩效的影响研究”(71672045);教育部人文社科规划基金项目“决策者身份认定对家族企业社会创业动机的影响机制研究”(18YJA630116)的资助。

摘　　要：接班人的有效培养是家族企业顺利传承乃至持续发展的关键。现有研究多关注接班人“向外行动”能力的提升,却忽略了其改变自己内在世界的“向内行动”能力,亦忽略了家族企业代际互动的复杂情境。鉴于此,本文基于身份理论,以形成“合格接班人身份”为培养目标,构建了“赋权-赋能”的接班人培养影响因素分析框架,用fsQCA方法对家族企业接班人培养策略的有效性进行组态研究。发现:(1)单一策略并不构成有效培养家族企业接班人的必要条件;(2)三类组态构成了“殊途同归”的家族企业接班人有效培养路径,包括双重赋能主导型、赋权主导的学习支持驱动型、赋能赋权联动型。本文引入身份理论和组态视角,探究多种培养策略耦合对接班人培养效果的影响,丰富了家族企业代际传承的理论和实践。The effective training of successors is critical to inter-generational transition and sustainable development of family businesses.The existing research on the training of successors mostly focuses on how to improve the knowledge and ability of suc⁃cessors to“act outward”,but ignores their ability to“act inward”to change their internal world,that is,the identity development of successors.In addition,the training of family business successors is inevitably affected by the complex factors brought by the du⁃ality of family business and the multidimensional identity.However,most of the existing studies discuss the effectiveness of a single training strategy based on the traditional causal symmetry method,which simplifies the complex situation of successor training,and has limited guiding significance for practice.Therefore,from an identity perspective,taking the formation of“qualified successor identity”as the training goal,this study analyzes family business successor training strategy by focusing on both empowering and energizingwith a fuzzy set qualitative com⁃parative analysis(fsQCA)method.We selected 27 family business cases,including 14 first-hand data source cases and 13 se⁃cond-hand data source cases.Our results show that:(1)any strategy that focuses solely on empowering(as related to decision making roles and responsi⁃bilities)or energizing(including learning support and emotional support)does not constitute a necessary condition for effectively cultivating qualified successors;and(2)three types of strategy configurations are effective,namely a).strong emotional support coupled with strong learning support and less decision-making responsibilities;b).more decision-making responsibilities cou⁃pled with strong learning support and less emotional support;and c).strong emotional support and more decision-making respon⁃sibilities.Then,by tracing back to typical cases,this paper further explores the influence mechanism of the strategy configuration of successfully training family business

关 键 词：家族企业 接班人培养 身份发展 组态视角 

分 类 号：F276.5[经济管理—企业管理]