家族企业接班人培养方式选择影响因素研究-企业管理专业论文.docx

AbstractIt Abstract It is the crucial moment that the family—owned businesses in China face the handing over of the businesses between generations．And succession process is of vital importance if the incumbents intend to continue their businesses，however,it iS one of the most difficult barriers as the history proves that nearly 70％of the family—owned business failed to transfer to the next generation．Meanwhile，it is the first choice for the incumbent to transfer the leadership to his own child due to the imperfect management of professional managers and the strong influence of traditional culture in China．Therefore，family-owned businesses should CalTy out speci fic successor development plan in order to train the potential successor to a competent leader． Current research on successor development lags behind and full fledged analysis frame hasn’t emerged．Although existent analyses contribute to some special topics， there are still limitations，for example，no consistent standpoint，which would be really problematic．In the paper，I explore what training patterns a specific successor development program should contain and the corresponding influencing factors． Based on the previous intergenerational succession theories，this paper starts with successor development phenomenon，summarizes existing studies，defines the concept， characteristies and types，and concludes other research achievements of successor development process．Then a model of influencing factors on the selection of successor development patterns is brought forward．This model is improved according to the result of questionnaire．based survey，which is carried out in family—owned businesses in China and SPSS is applied in the process of data analysis． According to the result of investigation and data analysis，I gain several conclusions and adjust model hypotheses．In the paper,the successor development pattern mainly includes education training，social practice，on—the-job training within family．owned businesses．Meanw