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家族企業認同接班人培訓計畫之研究-以化妝品公司為例 = Successi...

國立高雄大學亞太工商管理學系碩士班

家族企業認同接班人培訓計畫之研究-以化妝品公司為例 = Succession Planning of Training Career Decision Managers in Family Business- A Case Study of Cosmetics Company

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	Succession Planning of Training Career Decision Managers in Family Business- A Case Study of Cosmetics Company
作者:	蔡國棟,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2014[民103]
面頁冊數:	118面圖,表 : 30公分;
標題:	家族主義認同
標題:	Fimily identity
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/38677956981268038975
附註:	104年10月31日公開
附註:	參考書目：面92-103
摘要註:	近幾十年台灣經濟發展過程中，家族企業扮演了非常重要的角色，佔全國企業總數90﹪以上的中小企業幾乎全部是家族經營型態。在目前一百大集團企業中，多數亦具有濃厚的家族色彩（中華徵信所）。對於台灣近數十年來經濟的成長與社會的繁榮，家族企業誠然有其存在的條件與對經濟發展的貢獻，但在企業的經營管理與發展上，面臨傳承的問題與經營的限制。其中，傳承的問題包括家族承續與企業領導者地位的接班，而經營的限制則主要有資金來源與專業化管理等問題。本研究以台灣化妝品業者做為研究的實證對象，採問卷調查的方式做研究探討。從家族主義認同的觀點，來探討接班人培訓、接班人才能，並探討接班人培訓與家族主義認同及接班人才能有顯著相關性。在分析方法上，本研究以敘述性統計分析、因素分析、人口統計變項之差異分析等為分析工具，研究變數之相關分析。本研究的結論如下：一、在家族企業受訪者接班人的創業年資和傳承接班有顯著差異。而性別、年齡、婚姻、教育程度、員工人數、營業額與公司成立幾年對三構面的題項達顯著差異。二、家族主義認同對接班人培訓具顯著的正向關係。三、家族主義認同對接班人才能具顯著的正向關係。四、接班人培訓對接班人才能具顯著的正向關係。五、接班人培訓為家族主義認同與接班人才能的部份中介效果。 During the Taiwan's economic development in the recent decades, family business, taking 90% of the enterprises patterns, has played a very important role. Even among the present top 100 enterprises, many show their strong family bond. (Chung Hwa Credit Reference Agency) No doubt, family business has contributed a lot in bringing Taiwan a prosperous economic growth in the past decades. However, they also face two serious problems of succession and the limitation of management. The former one includes family succession and the pass-down of the leadership; the latter one includes the capital resource and the professional management. In this study, the cosmetics industry in Taiwan are focused as the study targets, Questionaries are adapted in the survey, from the family-identity point of view, to discuss the successor training, the capability requirement of successors, and whether the successor training will bring obvious positive correction and the relativity between family identity and the successor's capabilities. and the analysis methods include descriptive statistical analysis, factor analysis, difference analysis of demographic variability and the correlation analysis of research variability. The conclusion of this study is as following: 1. There is obvious relativity between interviewed successors' service years and their successive possibility, but their gender, age, marital status, education , technology, and enterprises scale of the three framework bring influential difference. 2. Family identity has positive correction on successor's training. 3. Family identity has positive correction on successor's abilities. 4. The training for successors has significant positive correction on his/her abilities. 5. The training for successors as the moderator variables of family identity and successor's abilities.

家族企業認同接班人培訓計畫之研究-以化妝品公司為例 = Succession Planning of Training Career Decision Managers in Family Business- A Case Study of Cosmetics Company
蔡, 國棟

家族企業認同接班人培訓計畫之研究-以化妝品公司為例 = Succession Planning of Training Career Decision Managers in Family Business- A Case Study of Cosmetics Company / 蔡國棟撰 - [高雄市] : 撰者, 2014[民103]. - 118面 ; 圖,表 ; 30公分.
104年10月31日公開參考書目：面92-103.
家族主義認同Fimily identity

家族企業認同接班人培訓計畫之研究-以化妝品公司為例 = Succession Planning of Training Career Decision Managers in Family Business- A Case Study of Cosmetics Company
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