Publications-Theses

題名 家族主義認同與接班行為-個人生涯選擇模式的觀點
作者 張小鳳
貢獻者 陳彰儀
張小鳳
關鍵詞 家族主義認同
生涯決定
接班行為
華人組織行為
家族企業
Familism
Career Decision
Succession
Family Business
日期 2002
上傳時間 17-Sep-2009 13:11:30 (UTC+8)
摘要 家族企業是台灣企業的重要組織型態,近年來全球化市場競爭帶給台灣家族企業主及其後代極大的挑戰,而這些企業主後代之生活條件和教育程度迥異於創業業主,企業後代的接班狀況是否會因環境與個人條件的變化而與過去不同,進而產生有別於傳統的生涯選擇?為瞭解上述問題,研究者曾經以質性研究方法針對某本土組織為對象完成「台灣家族企業中三代業主經營理念之變遷」的探索性研究。此個案分析結果顯示該家族三代信念相同,完全建構出該企業的特色,且傳承使命感強烈,不分世代都顯示出利家、護家的行為。因此本研究之目的是以量化研究方式來驗証「家族主義認同與後代接班行為之密切關係」是否也存在於一般台灣家族企業中,即針對企業後代探討「家族主義的認同」與接班行為(意願與結果)的關係,並欲進一步瞭解「個人評估」和「環境評估」如何調節這兩者間的關係。
本研究採問卷調查法進行,樣本為台灣上市公司及規模近似之企業主之後代94人。結果分析所得的重要結論為:(一)企業家後代「家族主義認同」和「接班行為」有正相關。(二)「家族主義認同」與「個人評估」、「環境評估」對於「接班行為」並無交互作用效果。(三)「個人評估」中之「資源利益」因素對「接班意願」最具解釋力,「環境評估」中之「家族支持」因素對「接班結果」最具解釋力。(四)年齡層在四十歲以上者,在「家族主義認同」和「接班意願」上,均高於較年輕的企業家後代。(五) 不同性別在「家族主義認同」、「接班意願」以及「家族支持」上有所差異,但在「接班結果」上並無差異。
Family business is an important organizational context among Taiwan entrepreneurs. Global competition brings a huge challenge to owners and the succession across generations for the family business. The second or third generation has a different living standard and educational background than the original business founder. Will the succession be influenced by environmental and personal characteristics? Will the family business heirs not follow the traditional career choices of the family business founder? A pilot study used a qualitative research methodology to explore these questions in a local family business organization in Taiwan, interviewing three generations of family members. Based on the family member’s characteristics and beliefs this business developed its own culture. Because of their commitment to the family, every generation protects and profits the family. The purpose of this research is to use a quantitative method to understand how familism and succession across generations are closely related among Taiwan entrepreneurs. Will personal and environmental assessment influence the relationship between familism and succession?

This research uses a self-report questionnaire completed by 94 younger generation members of the family business stock companies. The findings of this research are: 1) Identification of familism and succession behavior is positively related. 2) Familism, personal assessment and environmental assessment are independent from succession and showed no interaction. 3) In the dimension of personal assessment, the resource-benefit can best explain the will to succeed and in the dimension of environment assessment family support can best explain the result of succession. 4) Those above 40 years of age were more likely to identify familism and had more willingness to succession. 5) Males and females are different in identifying familism, the will to succession, and family support, but not much different in the result of succession.
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描述 博士
國立政治大學
心理學研究所
85752502
91
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0085752502
資料類型 thesis
dc.contributor.advisor 陳彰儀zh_TW
dc.contributor.author (Authors) 張小鳳zh_TW
dc.creator (作者) 張小鳳zh_TW
dc.date (日期) 2002en_US
dc.date.accessioned 17-Sep-2009 13:11:30 (UTC+8)-
dc.date.available 17-Sep-2009 13:11:30 (UTC+8)-
dc.date.issued (上傳時間) 17-Sep-2009 13:11:30 (UTC+8)-
dc.identifier (Other Identifiers) G0085752502en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/32465-
dc.description (描述) 博士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學研究所zh_TW
dc.description (描述) 85752502zh_TW
dc.description (描述) 91zh_TW
dc.description.abstract (摘要) 家族企業是台灣企業的重要組織型態,近年來全球化市場競爭帶給台灣家族企業主及其後代極大的挑戰,而這些企業主後代之生活條件和教育程度迥異於創業業主,企業後代的接班狀況是否會因環境與個人條件的變化而與過去不同,進而產生有別於傳統的生涯選擇?為瞭解上述問題,研究者曾經以質性研究方法針對某本土組織為對象完成「台灣家族企業中三代業主經營理念之變遷」的探索性研究。此個案分析結果顯示該家族三代信念相同,完全建構出該企業的特色,且傳承使命感強烈,不分世代都顯示出利家、護家的行為。因此本研究之目的是以量化研究方式來驗証「家族主義認同與後代接班行為之密切關係」是否也存在於一般台灣家族企業中,即針對企業後代探討「家族主義的認同」與接班行為(意願與結果)的關係,並欲進一步瞭解「個人評估」和「環境評估」如何調節這兩者間的關係。
本研究採問卷調查法進行,樣本為台灣上市公司及規模近似之企業主之後代94人。結果分析所得的重要結論為:(一)企業家後代「家族主義認同」和「接班行為」有正相關。(二)「家族主義認同」與「個人評估」、「環境評估」對於「接班行為」並無交互作用效果。(三)「個人評估」中之「資源利益」因素對「接班意願」最具解釋力,「環境評估」中之「家族支持」因素對「接班結果」最具解釋力。(四)年齡層在四十歲以上者,在「家族主義認同」和「接班意願」上,均高於較年輕的企業家後代。(五) 不同性別在「家族主義認同」、「接班意願」以及「家族支持」上有所差異,但在「接班結果」上並無差異。
zh_TW
dc.description.abstract (摘要) Family business is an important organizational context among Taiwan entrepreneurs. Global competition brings a huge challenge to owners and the succession across generations for the family business. The second or third generation has a different living standard and educational background than the original business founder. Will the succession be influenced by environmental and personal characteristics? Will the family business heirs not follow the traditional career choices of the family business founder? A pilot study used a qualitative research methodology to explore these questions in a local family business organization in Taiwan, interviewing three generations of family members. Based on the family member’s characteristics and beliefs this business developed its own culture. Because of their commitment to the family, every generation protects and profits the family. The purpose of this research is to use a quantitative method to understand how familism and succession across generations are closely related among Taiwan entrepreneurs. Will personal and environmental assessment influence the relationship between familism and succession?

This research uses a self-report questionnaire completed by 94 younger generation members of the family business stock companies. The findings of this research are: 1) Identification of familism and succession behavior is positively related. 2) Familism, personal assessment and environmental assessment are independent from succession and showed no interaction. 3) In the dimension of personal assessment, the resource-benefit can best explain the will to succeed and in the dimension of environment assessment family support can best explain the result of succession. 4) Those above 40 years of age were more likely to identify familism and had more willingness to succession. 5) Males and females are different in identifying familism, the will to succession, and family support, but not much different in the result of succession.
en_US
dc.description.tableofcontents 第一章 研究動機與目的………………...…………..……….……….. 1
第二章 文獻探討…………………………...………..…………...…..... 6
第一節 家族企業的界定與特徵…………………….………..…...… 6
第二節 家族主義的內涵與認同……………….…………….……… 14
第三節 生涯選擇決定相關理論…..…………………..……....…….. 20
第四節 企業後代的接班與傳承……………………………….... 29
第五節 專業主義的特色……………………………………….….….. 36
第三章 探索性研究…………………………….…..……….………….. 42
第一節 研究問題……………………………….…….……......…… 42
第二節 研究對象…………………………………….……...……… 44
第三節 研究結果…………………………………….………...…… 45
第四節 探索性研究之延伸及繼續方向…………………………… 51
第四章 研究問題與假設………………………………..…...…..….. 53
第一節 研究問題與架構……..………………………….…...…..….. 53
第二節 研究假設…………………………………………..…....…..…. 54
第五章 研究方法………………………………..………………..….… 58
第一節 研究對象…………………………………….……………...….. 58
第二節 研究工具………………………………………………….……. 61
第三節 研究程序……………………..………………………...…….… 66
第六章 研究結果…………………………………..……..………….… 69
第一節 量表因素結構及信度分析…………………….…………..… 69
第二節 家族主義認同與後代接班行為關係………..……………... 77
第三節 本研究主要變項之迴歸分析……….….……………………. 85
第四節 人口變項與研究中重要變項之關係分析……….…….…. 90
第七章 結論、討論與建議……………………….……………….… 101
第一節 結論………..………………………..……………………..….… 101
第二節 討論…………………………………..………………………..…. 102
第三節 研究限制、建議及貢獻………………..…….………..…..…... 111
參考文獻……………………………...……………………………………... 115
附錄 研究問卷………………………………………………..…..….…. 127




表 2-1 不同研究者對家族企業的定義表……………………………………….. 8
表 2-2 家族企業發展階段模式表…………..…………………………………….. 10
表 2-3 歐洲各國家企業主後裔在傳承之外其他生涯發展考慮表……...… 19
表 2-4 影響生涯抉擇之自我及環境因素………………………………….. 28
表 2-5 國內家族企業傳承研究之變項表……………………………………….. 30
表 3-1 受訪三代基本資料一覽表…………..…………………………………….. 44
表 3-2 L集團三代企業主信念及內涵…..……………………………………….. 46
表 3-3 西方企業、華人家族企業與L集團之比較…………………………... 50
表 5-1 研究樣本之基本資料摘要表…………………………………..……….… 59
表 5-2 家族企業後代家族主義認同與接班行為生涯決定研究要素表… 63
表 5-3 「台灣企業家生涯決定問卷」各向度題目表..………….…………… 64
表 6-1 「家族主義認同」量表因素分析摘要表…………...……………... 70
表 6-2 「家族主義認同」因素分析後本研究與原研究向度對比一覽表 72
表 6-3 家族主義認同因素分析表 (N=93)……..…...….…...…...…………….. 73
表 6-4 個人評估向度之因素分析表 (N=93)…….…….………….…………... 74
表 6-5 環境評估之因素分析表 (N=94)…………….…….……...…..……….… 75
表 6-6 接班意願向度之因素分析表 (N=93)…..…….…………...…………… 76
表 6-7 問卷各向度之Cronbach’s α 值……………………………………. 76
表 6-8 各分析變項平均數、標準差、及相關係數表 (N=94)..….…….……... 78
表 6-9 接班與否對家族主義認同兩因素之多變項變異數分析結果表... 79
表6-10 接班與未接班(是否於家族企業中任職)兩組受試在家族主義認同兩變項之平均數、標準差分析表.…….……………………….……... 79
表目錄



表6-11 接班與否在興盛家道變項之變異數分析摘要表……………...……... 80
表6-12 接班與否在繁延家族變項之變異數分析摘要表……..…………….... 80
表6-13 家族主義認同與個人評估對接班意願變異數分析摘要表...……... 81
表6-14 家族主義認同與個人評估對接班結果變異數分析摘要表……..… 82
表6-15 家族主義認同高低組與個人評估高低組在接班行為上平均數、標準差……………………………………………………………………….... 83
表6-16 家族主義認同與環境評估對接班意願變異數分析摘要表…...….. 83
表6-17 家族主義認同與環境評估對接班結果變異數分析摘要表…...…... 84
表6-18 家族主義認同高低組與環境評估高低組在接班行為上平均數、標準差……………………………………………………………………… 84
表6-19 接班意願與接班結果區段迴歸分析之標準化迴歸係數表 (N=91-94)……………………………………………………………………… 89
表6-20 年齡對「家族主義認同」及其兩因素、「接班意願」之變異數之分析摘要表…………………………………………………………………... 91
表6-21 不同年齡層在「家族主義認同」及「接班意願」上之描述統計 92
表6-22 性別對「家族主義認同」、「接班行為」及家族支持之變異數分析摘要表…………………………………………………………………… 93
表6-23 不同性別在「家族主義認同」、「接班行為」及「家族支持」上之描述統計………………………………………………………………... 94
表6-24 出生序對「家族主義認同」、「接班行為」及「家族支持」之變異數分析摘要表…………………………………………………………….. 95
表6-25 長子女在「家族主義認同」、「接班行為」及「家族支持」之變異析分析摘要表…………………………………………………………………. 96
表6-26 長子女在「家族主義認同」、「接班行為」及「家族支持」上之描述統計……………………………………………………………………… 97
表6-27 長子/非長子在「家族主義認同」、「接班行為」及「家族支持」之變異數分析摘要表……………………………………………………… 98
表6-28 長子/非長子在「家族主義認同」、「接班行為」及「家族支持」上之描述統計………………………………………………………………. 99
表6-29 不同世代在「家族主義認同」、「接班行為」及「家族支持」之變異數分析摘要表…………………………………………………………. 100
表 7-1 研究假設驗証結果一覽表…………………………………………...…... 103




圖目錄圖2-1 中國人之家族主義的內涵及相關因素……………………………. 17
圖2-2 影響職業選擇的模式…………………………………………………. 25
圖2-3 取得正當性的傳承過程圖……...………………………………...….. 35
圖2-4 接班意願與結果關係圖…………………………………..………….. 36
圖4-1 研究架構圖………………….…………………………………………... 53
圖5-1 研究流程圖……………………….……………………………………... 68
圖7-1 人口變項、家族主義認同、個人評估、環境評估及接班行為關係圖……………………………………………………………………. 105
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dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0085752502en_US
dc.subject (關鍵詞) 家族主義認同zh_TW
dc.subject (關鍵詞) 生涯決定zh_TW
dc.subject (關鍵詞) 接班行為zh_TW
dc.subject (關鍵詞) 華人組織行為zh_TW
dc.subject (關鍵詞) 家族企業zh_TW
dc.subject (關鍵詞) Familismen_US
dc.subject (關鍵詞) Career Decisionen_US
dc.subject (關鍵詞) Successionen_US
dc.subject (關鍵詞) Family Businessen_US
dc.title (題名) 家族主義認同與接班行為-個人生涯選擇模式的觀點zh_TW
dc.type (資料類型) thesisen
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