家族企业女性接班人幸福感研究

发布时间：2018-05-04 08:12

本文选题：女性接班人 + 幸福感　；参考：《河北经贸大学》2016年硕士论文

【摘要】：伴随市场经济环境的瞬息万变、家族事业管理战略优化与女性社会地位的稳步提升,女性接班人群体备受瞩目。她们凭借女性自身的独特优势,正逐步挣脱传统固有家庭角色定位的束缚,积极地融入家族企业经营与治理,担任起家族企业领导者的重任。作为企业家,她们家境殷实、声名显赫、激情昂扬、才学过人,但据北京心理危机研究与干预中心文字记载显示已有上千名女性企业家自杀身亡,这说明女性企业家整体幸福感指数令人堪忧。学术界针对女性家族企业接班人幸福感的理论成果非常匮乏。本研究的目标是探索影响女性家族企业接班人幸福感的因子并提出对策性建议。根据研究内容与研究对象,文章主要采用了收集公开数据法、扎根理论法,在整合现有信息资源的基础上寻找合适的切入点和研究工具,构建理论模型。最后将研究结论进行归纳梳理并据此提出建议。通过实证分析与提炼,本文得出的结论主要有:第一,通过研究梳理发现,对女性接班人幸福感产生影响的因素有:工作家庭平衡、生活满意度、个人竞争力与关系网络;其中工作家庭平衡、生活满意度、个人竞争力归纳为组织内部竞争力因素,关系网络归纳为组织外部竞争力因素。第二,组织内部竞争力因素(包括工作家庭平衡、生活满意度、个人竞争力)是成功接班家族企业使之持续经营健康发展的有力保障,也是实现自我价值增强自我幸福感的前提条件。组织内部竞争力多为短期内可控、可自我调节因素,迫于家族或股东的压力而产生期望压力源,造成对女性接班人幸福感的重大影响。第三,组织外部竞争力涵盖着人际关系网络与社会关系网络两方面内容。它是企业开展对外经济贸易活动、形成社会影响力的枢纽环节。外部竞争力通过形成社交压力源令女性接班人产生危机感,进而降低了整体幸福感体验。第四,影响女性接班人幸福感的四个因素实际上结构是一个紧密相连的整体,共同构成了对“从哪些方面来评价女性企业家幸不幸福”的主要依据。
[Abstract]:With the rapid changes in the market economy environment, the family career management strategy optimization and the steady improvement of women's social status, the female successors group is attracting much attention. Depending on the unique advantages of women themselves, they are gradually breaking away from the shackles of the traditional family role orientation, actively integrating into the management and governance of the family business, and becoming the leaders of the family business. As entrepreneurs, their families are rich, famous, passionate and talented. However, according to the written records of the Beijing Psychological crisis Research and intervention Center, thousands of women entrepreneurs have committed suicide. This shows that the overall happiness index of women entrepreneurs is worrying. Academic research on the happiness of female family business successors is very scarce. The purpose of this study is to explore the factors that affect the happiness of female family business successors and to make suggestions. According to the research content and research object, this paper mainly adopts the method of collecting open data, taking root in the theory method, looking for the appropriate breakthrough point and research tool on the basis of integrating the existing information resources, and constructing the theoretical model. Finally, the conclusions of the study are summarized and summarized and suggestions are made accordingly. Through the empirical analysis and extraction, the main conclusions are as follows: first, through the research, we find that the factors that affect the well-being of female successors are: work-family balance, life satisfaction, personal competitiveness and relationship network; Among them, work-family balance, life satisfaction, personal competitiveness can be summed up as internal competitiveness factors, relationship network as external competitiveness factors. Second, factors of internal competitiveness (including work-family balance, life satisfaction, individual competitiveness) are the effective guarantee for successful succession of family enterprises to keep them running and developing healthily. It is also a prerequisite for realizing self-worth and enhancing self-happiness. Most of the internal competitiveness of the organization is controlled in the short term and can be self-regulated. Due to the pressure of the family or shareholders, the expected source of pressure is produced, which has a significant impact on the well-being of female successors. Third, the external competitiveness of the organization covers two aspects: interpersonal network and social network. It is the key link for enterprises to carry out foreign economic and trade activities and form social influence. External competitiveness creates a sense of crisis for female successors by forming a source of social stress, which in turn reduces the overall happiness experience. Fourth, the four factors that affect the happiness of female successors are in fact a closely connected whole, which together constitutes the main basis for evaluating the happiness of female entrepreneurs from what aspects.
【学位授予单位】：河北经贸大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F276.5;C913.68

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