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论文编号：	13388
作者编号：	2320190595
上传时间：	2022/6/14 10:11:09
中文题目：	我国家族企业女性二代成功传承的影响因素研究
英文题目：	A study on the factors influencing the successful succession of the second generation of women in Chinese family business
指导老师：	张国萍
中文关键字：	家族企业；内部传承；女性领导力；新希望；娃哈哈
英文关键字：	Family business;Internal inheritance;Female leadership;New hope; Wahaha
中文摘要：	自改革开放之后，特别是步入21世纪以来，我国的民营企业正以迅雷不及掩耳之势迅猛发展成长起来。其中占有民营企业80%的家族企业，也基本已经步入稳定发展期，甚至有些行业的佼佼者已经在世界经济舞台上展露锋芒。而这些家族企业的创立者也纷纷已经迈入或者正在迈入退休年龄，根据统计，在未来5～10年内，我国的家族企业将走上真正的继承高峰。能否逃开“富不过三代”的魔咒是所有家族企业创业者的美好憧憬。可以说，家族企业的传承成功与否不仅仅关系着企业能否基业长青，更关乎一个家族的光荣与梦想。由于上世纪八十年代我国的生育政策影响，很多家族企业只有一个女性二代或者是只有女性二代更具备继承条件，是让家族内部女性继承还是聘请外部职业经理人？是任人唯亲还是任人唯贤？积极进行探索，并借鉴国内外经验，从而找寻出一条适合本企业的传承路径，让毕生积累的家族财富能延续下去，对家族企业创始人而言，充满了亲情、智慧的双重考量。 本文主要通过学习国内外学者的学术结论和研究方法，并根据公司治理理论、委托代理理论等，以及基于女性的社会角色理论、玻璃天花板理论等，对女性继任者这一特殊群体进行深入研究和探索。以家族企业内部传承模式为指导，选取了较为成功的新希望和娃哈哈集团案例，进一步佐证成功传承的影响因素，进一步充实了家族企业女性二代传承模式案例研究成果。 通过上述分析得到以下结论：当今社会下，性别不再是边界，女性有其特有的领导力优势，女性二代不再是内部继承的第二选择，但前提是必须培养继承意愿，结合完备的代际传承计划，着重培养企业管理的女性领导力，直至继承人能够独立站稳脚跟。
英文摘要：	Since the Reform and Opening Up,Chinese private enterprises have mushroomed and grown rapidly. In the whole national economic system,family enterprises have become an important force that cannot be ignored. After 40 years of pioneering work,some family enterprises have stepped into a period of steady growth，and even some of them have blossomed on the world economic stage. The founders of these family enterprises have entered or are about to enter retirement age. According to analysis,in the next five to ten years, Chinese family enterprises will usher in the peak of succession,and whether they can escape the curse of “rich but three generations“ is the beautiful vision of all family business entrepreneurs. It can be said that the success of the inheritance of a family business is not only related to the long-term success of the enterprise, but also related to the glory and dream of a family. Due to the influence of the country's fertility policy in the 1980s, many family businesses only need one female or female second generation to be more qualified for inheritance. Should they be inherited by family children or hire external professional managers? Is it nepotism or meritocracy? For family business owners, they should actively explore and learn from domestic and foreign experience, so as to find a suitable inheritance path for the enterprise, so that the family finance accumulated throughout their life can continue, which is full of double consideration of affection and wisdom. By studying the academic conclusions and research methods of scholars at home and abroad, and combining the theory of corporate governance, principal-agent theory, hierarchy of needs theory, as well as female-based social role theory and glass ceiling theory， this paper conducts in-depth research and exploration on the special group of female heirs. Guided by the internal inheritance mode of family enterprises, the successful new Hope and Wahaha case analysis object was selected to study the inheritance mode planning, key elements and the current situation and enlightenment of enterprise development, enriching the case study of the female second-generation inheritance mode of family enterprises. The following conclusions can be drawn from the above analysis: In today's society, gender is no longer a boundary,the female leadership has its unique advantages，family businesses between generations can，of course， in order to select women, the second generation as internal inheritance, but the premise is must cultivate successors have obvious or strong inheritance will， in combination with the complete intergenerational succession plan, chairman of joint chiefs of staff system is one of the more effective form, Focus on developing leadership in business management until the successor can take over.
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