摘要
中华民族的"家"文化对华人家族企业的影响根深蒂固,这种根源于儒家文化的宗法制家族成员关系,对我国家族企业的发展具有两面性。当作为家族外部人员的职业经理人进入企业,并试图凭借其专业技能帮助企业发展时,"家"文化更可能表现出负面效应,阻碍职业经理人应有的作用发挥。正是基于这样的认识,我们尝试以期望理论为切入点,提出中国民营企业在引入职业经理人的过程中应在充分考虑家族成员的态度和影响的前提下,合理地制定职业经理人的业绩目标和薪酬方案,并通过各种手段切实地维护与其之间的心理契约,最终达到有效激励职业经理人服务于本企业的目的。
The impact of Chinese ＂family＂ culture is deeply rooted in Chinese family business.？ This kind of culture, which has its origination from the patriarchal relations of Confucian culture, affects the Chinese family business at both positive and negative sides.？When a professional manager, an outsider of the family, joins into the business and tries to help its development with his or her professional skills, the ＂family＂ culture may show its negative effects, hindering the role the professional manager should play.？ It is based on such consideration that we try to take the expectancy theory as a starting point and put forward the following suggestions： during the process of introducing professional managers, the private business should take full account of the attitudes and influences of family members into considerations, develop reasonable performatlce objectives and remuneration pack- age with the professional manager, and achieve the purpose of effectively motivate professional managers to serve the enterprise by safeguarding the psychological contract between them.
出处
《当代财经》
CSSCI
北大核心
2012年第9期72-79,共8页
Contemporary Finance and Economics
基金
国家自然科学基金面上项目"企业家工作性质演变机制及其国际比较研究"(70872021)
教育部人文社会科学青年基金项目"组织‘合法性距离’模型的构建及其实证研究"(12YJC630018)
关键词
家族企业
“家”文化
职业经理人
激励
family business
＂family＂ culture
professional manager
incentive
作者简介
许晓明，复旦大学教授，博士生导师，主要从事民营企业管理，管理理论创新研究；姚凯，复旦大学教授，主要从事企业发展战略、人力资源开发与管理、企业家理论研究；陈扬，复旦大学博士研究生，上海海事大学讲师，主要从事组织制度理论，企业战略研究。
