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论文编号：	12515
作者编号：	2120192888
上传时间：	2021/6/15 8:55:31
中文题目：	家族企业高管团队异质性、权力分布与离职
英文题目：	The Heterogeneity, Power Distribution and Dimission of Family Business Executive Team
指导老师：	吴德胜
中文关键字：	家族企业；高管团队异质性；高管团队权力分布；高管离职
英文关键字：	family business; executive team heterogeneity; power inequality; executives dimission
中文摘要：	在市场经济发展的进程中，家族企业在提供就业、稳定社会秩序、拉动经济增长方面不断贡献自己的力量。家族企业高管团队的稳定性是保证企业有序运行的前提，然而近年来家族企业高管离职现象频发这一现象引人深思。家族企业本身就与非家族企业在文化方面存在差别，加之家族高管本身对控制权的需求，家族高管与非家族高管之间因为人口统计特征以及目标不同会产生冲突，影响高管对企业的满意度，进而影响可能会产生高管离职，因此如何防止高管的离职成为家族企业关注的重要问题。 高管的人口统计特征的异质性和高管团队的权力分布都会影响到高管离职，已有研究证明了高管异质性与高管离职之间的关系，但是很少有学者将权力引入到高管异质性-高管离职的关系的度量之中。本文的创新主要体现在：（1）本研究以权力在家族企业高管团队中,以及家族高管团队与非家族高管团队的分布状况为研究切入角度，探讨了高管团队权力的配置问题，并且研究家族企业中权力在家族高管与非家族高管之间是否平衡及由此引发的团队内高管离职现象，对家族企业治理的研究作出补充。（2）现有的关于高管离职的文献研究大多使用的是高阶理论和组织等级理论，本研究延续以往学者的思路并从新的角度对其进行了补充丰富，对家族企业在家族高管团队与非家族高管团队之间进行权力分配时提供建议。 本文以2008-2018年间的上市家族企业为样本，研究权力对于高管异质性-高管离职的影响机制，并且引入高管团队稳定性作为离职率的替代变量进行稳健性检验，得出如下结论：（1）高管团队性别、年龄、职业背景的异质性与高管离职正相关；（2）高管团队权力分布会负向调节高管年龄和性别异质性与离职率的关系，但对职业背景异质性与高管离职率之间的关系没有显著的调节效应；（3）家族与非家族高管团队权力分布会负向调节高管年龄和职业背景与离职率的关系，但对性别异质性与离职率之间的关系没有显著的调节作用。最后综合上述研究以及家族企业的现状，本文提出了一些启示以及建议，有助于企业平衡成员之间的异质性以及合理的配置权力，以减少高管离职的发生。 关键词：家族企业；高管团队异质性；高管团队权力分布；高管离职
英文摘要：	In the process of economy development, family businesses continue to contribute their own strength in providing employment, stabilizing social order, and stimulating economic growth. The stability of the family business executive team is a prerequisite for ensuring the orderly operation of the business. However, the frequent turnover of family business executives in recent years is thought-provoking. There are cultural differences between family businesses and non-family businesses, as well as family executives’ own demand for control. Family executives and non-family executives will conflict with each other due to different demographic characteristics and goals. The satisfaction of the company will affect the resignation of senior executives. Therefore, how to prevent the resignation of senior executives has become an important issue for family businesses. The heterogeneity of the demographic characteristics and the power distribution of the TMT will affect turnover rate. Studies have proven the relationship between executive’ s heterogeneity and executive dimission, but few scholars consider introduced power into the measurement of TMT heterogeneity and executive dimission. The innovations of this paper are as follows: (1) This study uses the power distribution not only in in the family and the non-family executive team as a research perspective,but also in the whole executive team, It studies whether the power in family business is balanced between family and non-family executives, to supplement the research on family business governance. (2) Most of the existing studies on executive dimission use high-level theories and organizational hierarchy theories. This study continues the thinking of previous scholars and enriches them from a new perspective. Advise on the distribution of power in family firms. To studies the influence mechanism of power on the relationship between the heterogeneity and dimission of TMT, this paper taking listed family firms from 2008 to 2018 as samples,and introduces the stability of TMT as a surrogate variable to test robust, results show that: (1) the heterogeneity of gender, age and occupational background of TMT are positively correlated with executives dimission; (2) The power distribution of TMT has a negative moderating effect on the relationship between age and gender heterogeneity of TMT and turnover rate, but has no significant moderating effect on the relationship between professional background heterogeneity and turnover rate; (3) The power distribution of family and non-family TMT negatively moderates the relationship between the heterogeneity of age and professional background and turnover rate, but has no significant moderating effect on the relationship between gender heterogeneity and turnover rate. Finally, based on the above research, combined with the current situation of family business, some enlightenment and suggestions are put forward, which can help enterprises balance the heterogeneity among members, reasonably distribute power, and reduce the turnover of senior managers. Keywords: family business; executive team heterogeneity; power inequality; executives dimission
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