中国家族企业继任子承父业模式困惑及其理论解读

Theoretical Interpretation on Father-Son Succession of China Family Firms

无论是大陆还是港台地区家族企业继任均体现出子承父业特征,一般认为这是中国文化决定的中国特色或过渡现象,但疑惑的是西方家族企业也普遍有子承父业倾向。理论挖掘的结果表明,由于家族普遍作用、代际效应和相对信任的普遍性与长期性,家族控制动机,经营者选择能力与忠诚的均衡等决定了子承父业的普遍性,且并不是以效率损失为代价。大陆独生子女政策可能对子承父业形成明显冲击。

The father-to-son succession of family firms,whether in mainland or in Hong Kong and Taiwan,is typical in China. It is generally accepted that this is a cultural phenomenon. However,western firms also have the similar characteristic. Literature research shows that the universal family role,gap effect,family long-term trust,family control motives,and the selection ability and loyalty of managers determine the universality of the father-to-son succession.