计划生育、家庭结构与中国家族企业传承——一个探索性研究

Family Planning,Family Structure and China's Family Firm Succession——An Exploratory Study

计划生育是影响中国家庭结构变迁进而影响家族企业传承决策的特殊情境。对于民营企业主群体,计划生育政策确实限制了他们的生育意愿,但其对家庭规模的影响程度并没有学者们预测的那样大。而且,第一个孩子是女孩的企业主往往拥有更大的家庭规模。家庭结构的不同会影响接班人培养方式的选择,有多个子女的企业主更倾向于通过企业外部的锻炼机会来培育接班人,而独生子女的父辈企业家则更注重企业内部的经验学习。子女性别构成及长幼次序对传承模式的选择也有影响。在计划生育情境下,独生女或长女不可避免被赋予继承家业的责任,但如果有年幼的兄弟,长女能否最终接班还取决于个人潜能、姐弟的年龄差及父辈的观念等因素。在女性接班的家族企业对女婿选择的重视也是提高传承成功率的备选方案;而在儿子接班的家族企业,魁首制形式的兄弟合作接班模式开始涌现。由此看来,中国的民营企业家会根据自身家庭特征设计有创造性的传承解决方案来应对政策环境的变化。

Abstract： This paper uses a sample dataset of thirty-two family firms to explore the impact of family structure variables on succession decision-making in the context of China＇s family planning policy. Even though there is considerable anecdotal evidence on this link, there is no systematic study. This paper tries to fill this gap. Firstly, the information allows us that because of its dynamic and flexible features, the effect of family planning policy on the private firms to reduce the family size is often overestimated. Secondly, sibling sex composition and their birth order have effect on the training process of successors and the choice of succession pattern. The only daughter or female first-child has the chance to be family CEO in the special context. However, if the female first-child has a younger brother, whether she will eventually take over or not depends on her abilities, the sibling＇s age gap, and the cogitation of founders. Carefully selecting a son-in-law is one of options to improve the succession probability of female offspring family. Brother collaboration succession patterns begin to emerge in male offspring family. Our investigation shows that the founders of the family firms do creative solutions to the policy environment.