突破家族企业职业经理人治理绩效评价的误区_家族雇员治理模式的调节

突破家族企业职业经理人治理绩效评价的误区家族雇员治理模式的调节作用何轩1李新春2(1广东外语外贸大学国际经济贸易学院讲师博士广州510006)(2中山大学中国家族企业研究中心主任教授博导广州510275):目前在我国,家族企业对于经济总量的贡献越来越大,家族企业的治理与可持续发展也越来越受到关注引入职业经理人对家族企业绩效究竟有没有提升作用?国内外的学者目前得出了无法统一的结论,有的甚至认为有负向影响之所以会产生以上莫衷一是的结果,是因为现有研究在做出评价时,忽视了家族雇员会影响职业经理人对企业绩效的作用亦即,家族企业对于经理人的治理能否提高企业绩效,还取决于与此同时家族企业是如何治理家族雇员的这一发现,为家族企业如何在对于家族雇员和非家族雇员这两类不同类型代理人的治理中实现权衡,提供了一个全新视角:家族企业;职业经理人;家族雇员;契约治理;关系治理:F270:A:1001-8263(2011)03-0026-06,,,,,,,,,,,,,,,,(Marion,1990),,26(10CGL003)1.,,,,(Mehran,1995),U(Morcket.al.,1988)(,1999;,2000),,,,;(),:(1);(2);(3),,,,,,,,Mustakallio(2002)(2008),,,2.,,,,,,,,,,,,,,,,,,,,,,,,,,,27,,,,,:H1:,,,,,,,,,,,,,,,,,,,,,:H2:,,,,,,,,,,,,,:H3:,H4:,11.2007912570,447,197,20089,20091,:42.1%,24.2%,14%,79%,5.6%,2.8%,3.4%230,203,,131,328,50.4%,70,20,422820113119%,88.1%102%,30.8%,289%,30.1%5:500(1)51.2%,501-1000(2)153%,1001-3000(3)11.3%,3001-5000(4)4.7%,5001(5)17.6%100606%,101-50031.3%,50081%,2132.(,2008),(),,,Dooly&Fryxell(1999),Mustakallio(2002),,1.,,,2IRGICGORGDQ,d.f.=84,2=314.63(P=0.000),2/d.f.3.74;RMSEA0.092,0.1;SRMR0.082;GFI0.89NFICFIIFI0.900.920.92PNF0.72,0.5,,2注:IRG,ICG,ORG,DQ分别代表家族雇员关系治理,家族雇员契约治理,职业经理人关系治理和决策质量111234567IRG20.1746.1701.000ICG13.0583.7990.175**1.000ORG17.7624.1540.518**0.328**1.000OCG0.1020.170-0.330**-0.052-0.170**1.000DQ14.3323.2000.0980.151**0.189**0.0481.0002.2231.534-0.075-0.0300.120*-0.0800.0631.000212.540488.287-0.084-0.0590.0220.008-0.0520.434**1.000注:*表示在0.05程度的显著;**表示在0.01程度的显著IRG,ICG,ORG,OCG,DQ分别代表家族雇员关系治理,家族雇员契约治理,职业经理人关系治理,职业经理人契约治理和决策质量2.(self-report),Podsakoff,MacKenzie,Lee&Podsakoff(2003),,,,,;,,,,CMV,,,28.931%(),29,,3.SPSS16.0(Aiken&West,1991),2(12),(b=-1.010,p0.01)3,:,;,(b=0.284,p0.01),1(34),(b=-0.764,p001)4,:,;,(b=0.268,p0.01),2(56),(b=-0.337,p005)5,:,;,(b=0.211,p0.01),378,4,,,34,,,,,,,2123456780.0770.0760.0840.1040.0770.0810.1110.111-0.095-0.107-0.088-0.088-0.096-0.083-0.092-0.092ORG0.190**0.664**0.148*0.560**OCG0.0640.392**0.0610.052IRG-0.0130.654**0.1180.197**ICG0.0940.584**0.152*0.150*ORGIRG-1.010**ORGICG-0.764**OCGIRG-0.337*OCGICG0.009DeltaR20.026**0.023**0.017*OverallR20.0550.0590.039F8.162**7.137**4.460*注:*表示在0.05程度的显著;**表示在0.01程度的显著3430201135,,,,,,,,,,,,,,,,,,:Sharma,P.,2004,Anoverviewofthefieldoffamilybusinessstudies:Currentstatusanddirectionsforthefuture,FamilyBusinessReview,17(1),p.1.:,20034:,2005,184:,20085:1Aiken,L.S.,&West,S.G.1991.Multipleregression:Testingandinterpretinginteractions.ThousandOaks,CA:Sage.2Dooley,R.S,Fryxell,G.E.,1999,AttainingDecisionQualityandCommitmentfromDissent:TheModeratingEffectsofLoyaltyandCompetenceinStrategicDecision-makingTeams.AcademyofManagementJournal,42(4).3MarionE.McCollom.,1990,ProblemsandProspectsinClinicalResearchonFamilyFirms,FamilyBusinessReview,9(3),245-262.4:,200855:,200036:,19993:(下转第42页)31ResearchonHumanCapital,TechnologicalProgressandEconomicGrowthLeiPengAbstract:Humancapital,R&D,economicgrowthandopeneconomy,theflowoftechnologyundertheconditionsdeterminedbyendogenousmechanismsoftechnicalandeconomicgrowthwillhaveagreatroleinpromotingeconomicgrowthrate.Theempiricaltestofhumancapitalandeconomicgrowtharenegativelyrelated,indicatingthatrelativetothelargepopulationsize,theoveralllevelofhumancapitalisrelativelylow.Inaddition,theallocationofhumanresourcestherearemanypracticalproblems,seniorpersonnelaremoreconcentratedinforeign-fundedenterprisesandgovernmentagencies,thepolarizationappearsinthedistributionstructure,andtherearebigregionaldifferences.Therefore,basedonlong-termgrowthpathofChinaeconomyandfuturetrendanalysisandjudgments,wemustimprovethelevelofeducation,emphasisonhumancapitalaccumulation,increaseresearchinvestment,promoteinnovationandtechnologicaladvancementofknowledgetostrengthenpolicyguidance,andpromoteChinafutureeconomicgrowth.Keywords:humancapital;technologicalprogress;economicgrowth(上接第31页)BreaktheMistakenEvaluationofProfessionalManagerinFamilyFirm:ModeratorEffectfromGovernmentMethodtoFamilyEmployeesHeXuan&LiXinchunAbstract:Whateffectwillprofessionalmanagerbringtofamilyfirm?Scholarshavebeenunabletoreachagreement,positive,negative,ornoeffect.Thereistheproblemofhowtoevaluatetheprofessionalmanagerobjectivelyandsystematically.Authorpointsoutthat,thefamilyemployeesmustbepaidattentiontowhenweevaluatetheprofessionalmanagerinfamilyfirm.Becausethemoderatoreffectfromgovernmentmethodtofamilyemployeesisveryimportant.Thepapergivesanewviewingangletoresearchoffamilybusinessgovernment.Keywords:familyfirm;professionalmanager;familyemployee;contractualgovernment;relationalgovernment4220113