契合还是冲突:家族企业职业经理人退出补偿意愿

本文在文献回顾的基础上,分别设计家族企业主和职业经理人版调查表来收集相关数据,借助SPSS21.0统计分析软件,采用交叉表、皮尔逊卡方检验和皮尔逊相关分析对数据进行综合分析。研究表明:家族企业主与职业经理人退出补偿意愿总体上契合性不高,家族企业主与职业经理人退出补偿意愿以冲突为主;家族企业主和职业经理人退出补偿意愿的强弱与各自所处的区域、企业规模、企业经营年限、任职经历等属性、特征存在一定的相关性。最后,从建立和完善家族企业职业经理人退出补偿若干机制、构建多元化的家族企业职业经理人退出补偿体系、进一步完善职业经理人退出补偿法律体系等方面提出了相应管理对策。

Based on literature review and evaluation, this paper respectively designs questionnaires of family business owners and professional managers to collect relevant data. With the help of SPSS21.O statistical analysis software, this paper adopts the crosstab, Pearson＇s Chi-squared test and Pearson＇s correlation analysis to analyze relevant data. The study suggests that, there is hardly fit of willingness of quit compensation between family business owners and professional managers on the whole, and their willingness of quit compensation mainly conflicts. The strengths of the family business owners and profes- sional managers＂ willingness of quit compensation have certain relationship with their attributes and features of areas, en- terprise scales, enterprise operating periods, and service histories, etc. In order to improve the fit of willingness of quit compensation between family business owners and professional managers, this study also puts forwards the corresponding from three aspects, such as establishing and perfecting the quit compensation mechanism of family busi- hess professional managers, establishing the diversified quit compensation system of family business professional managers, and further improving the legal system of quit compensation of professional managers.