接班或不接班：華人中年男性家族企業接班之生涯發展歷程探究

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Title:	接班或不接班：華人中年男性家族企業接班之生涯發展歷程探究 Succession or Non-Succession: Exploring the Career Development Journey of Middle-aged Chinese Male Successors in Family Businesses
Authors:	陳冠璇 CHEN, KUAN-HSUAN
Contributors:	心理輔導學系
Keywords:	雙文化自我生涯模式職涯錨定接班人保留過程模型家族企業接班生涯發展歷程敘說研究中年男性 bicultural self career anchors successor retention process model family business succession career development trajectories narrative research middle-aged males
Date:	2024
Issue Date:	2024-11-15 15:38:58 (UTC+8)
Abstract:	本研究主要目的是為瞭解華人中年男性的家族企業接班經驗及其生涯發展歷程，不同於過去文獻研究較多採組織觀點以及父代觀點，本研究採子代觀點之研究。透過立意取樣的方式邀請四位研究參與者，以半結構深度訪談作為蒐集資料的方式，並採用敘說分析之共通主題分析進行資料分析。為符合本土性的文化視野，且聚焦於個體的生涯發展動力，本研究以龍紫君（2014）修正Griffeth等（2006）之接班人保留過程模型作為對照研究參與者接班經驗之架構基礎，並以洪瑞斌（2017）之雙文化自我生涯模式觀點探究其生涯發展動力，再以呂亮震（2020）翻譯並整理Schein（2013）的職涯錨定理論看待個體在職涯歷程中內在展現的職業自我。研究結果發現，透過四位研究參與者的生涯發展歷程，及各階段中的主題事件，可以看見其進入家業的動機各有不同，包含符合大我（big self）敘說的不忍家人辛勞、傳承及延續家庭文化，以及個我（individual self）敘說的評估現實考量和個人發展等。而社會文化層面也影響個人興趣與專業發展以及家族企業接班的選擇，像是「情感羈絆」、「功成名就」、「三十而立」、「音樂沒有辦法當飯吃」與「延續文化」等。其中從研究參與者身上也可以看見專業經理人、自主工作者、創造者、挑戰者、專家達人及樂活族的職涯錨定類型。最後，本研究從「對未來有意願或正在猶豫接班的家族企業接班人」、「諮商心理實務工作者」以及「未來相關研究」提出展望和建議，期盼能提供相關人員參考。 The main purpose of this study is to understand the succession experiences and career development trajectories of middle-aged Chinese male successors in family businesses. In contrast to previous literature which predominantly adopts organizational or paternal perspectives, this study employs a filial perspective. Four participants were selected through purposive sampling for semi-structured in-depth interviews to collect data, which were analyzed using narrative analysis to identify common themes.To adhere to a local cultural perspective and focus on individual career development motivations, this study utilizes Long's (2014) revised successor retention process model as a framework to examine participants' succession experiences. Additionally, it explores career development motivations through Hong's (2017) bicultural self perspective and interprets individuals' intrinsic professional identities in their career trajectories based on Lu's (2020) translation and compilation of Schein's career anchor theory (2013).The results reveal varied motivations for entering family businesses among the four participants, including narratives aligned with big self (e.g., reluctance to see family members toil, cultural heritage continuation) and individual self (e.g., assessment of practical considerations and personal development). Sociocultural factors also influence interests, professional development, and choices in family business succession, such as emotional ties, achievement and recognition, societal milestones, practicality in career choices, and cultural continuity.Furthermore, the study identifies career anchor types among the participants, including General Managerial Competence, Autonomy/Independence, Entrepreneurial Creativity, Pure Challenge, Technical/Functional Competence, and Lifestyle. Finally, the study proposes implications and suggestions for "future successors interested or hesitating in taking over family businesses," "counseling psychology practitioners," and "future related research," aiming to provide guidance for relevant stakeholders.
Appears in Collections:	[Department of Counseling Psychology & Graduate Institute of Counseling Psychology ] thesis

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