基于信任的家族企业职业经理人制度设计研究
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摘要
家族企业在全球市场经济中的作用毋庸置疑,西方家族企业发展已经有了比较清晰的发展脉络和路径,主要是通过改造股权结构、引进职业经理人制度、建立更加科学的公司治理结构,逐渐向现代企业制度转变。我国家族企业何去何从?是按照西方家族企业的演化路径持续成长,最终完成家族企业向现代企业制度转变?还是因为自身特色而具有不同的发展动力和演进轨迹?我国家族企业成长的奥秘到底在哪里?能否被破解?对以上问题,传统的研究路径是基于产权理论、现代企业管理理论以及借鉴西方成功的家族企业管理经验,试图建立一套科学的制度体系或发展理论,用于指导我国家族企业的制度设计或管理发展的实践,但事实上往往事与愿违,并没有形成一套统一的适合中国家族企业持续发展的理论体系或制度体系。另一方面,我国家族企业的现实发展态势非常良好,但实施职业经理人制度却面临较大障碍。职业经理人制度是家族企业发展的重要方向,在实践中,家族企业实施职业经理人制度最担心的问题是经理人的信任风险导致企业危机,信任关系的构建与发展是保证职业经理人制度效率的关键。因此,探讨家族企业如何在信仟关系框架下提高制度与管理的效率,是当今家族企业发展理论与治理理论的重点研究领域之一,研究这一问题对于我国正处在“二次创业”的家族企业来说,具有更为直接的现实意义。在此背景下,本文基于信任的视角,试图探究家族企业职业经理人信任倾向与组织承诺的互动关系下的制度设计与管理,具有十分重要的理论与现实意义。
本文以家族企业为研究对象,基于制度信任视角,重点分析家族企业职业经理人信任行为倾向与组织承诺状况以及两者之间的关系,并采用典型案例、协同理论以及制度经济学的工具或方法,基于制度化信任视角探讨了家族企业职业经理人制度的设计思想,在提高家族企业的制度化信任、促进职业经理人制度实施等方面提出了措施和建议。职业经理人制度的诸多现实问题,归根结底是委托代理人之间信任关系冲突的集中表现。信任与制度是相互作用的,家族企业信仟关系对职业经理人制度的引进以及职业经理人治理机制具有重要的影响,社会诚信基础缺失、职业经理人道德水平不高,会导致家族企业信仟关系内外有别,从而影响了家族企业管理模式的发展和现代企业制度的变迁。家族企业经理人的引入和退出,明显受到信任和制度性两方面因素的影响,在制度和信任之间寻求一种平衡,建立一种良性互动的制度信仟关系,并在此基础上设计有效的职业经理人制度,以实现雇主与经理人共赢,这是我国未来家族企业成长的关键。本文认为职业经理人的信任来源是多维的,包括社会信任、心理契约信任及制度信任。并通过对职业经理人的信仟倾向与组织承诺关系的实证分析,建立了信任倾向与组织承诺回归模型,以此作为信任博弈的研究前提。研究表明,信任是家族企业职业经理人组织承诺的重要影响因素,两者具有显著正相关。职业经理人信任倾向的三个维度对组织承诺的影响程度不同,由高到低依次为制度信任、心理契约信任及社会信任,制度信任影响最大。而家族企业与职业经理人之间存在动态的信任博弈。本文借鉴国内外委托代理理论的研究成果,改造了代理人效率工资中的部分假设,增加了基于信任的“制度化收益”及“匹配收益”两个影响因素,完善了家族企业职业经理人三阶段信任博弈模型。研究表明,家族企业信任关系具有外部性,信任制度的合理设计并有效运用,是保障职业经理人制度实施效率的关键因素。职业经理人制度是一个制度综合的系统,它是以制度群的形式存在并产生作用的。在家族企业职业经理人制度的设计与分析中,必须考虑制度元与制度群之间的系统性与协作性,从而达到实现制度效率与管理效率的目标。本文借鉴协同理论思想,通过案例分析和制度经济学的研究方法,以宁波地区家族企业实施职业经理人制度的案例为基础,分析了制度人性化、制度协同对建立制度信任、提高制度效率的重要性。基于制度信任,在开放理念、完善制度、增进信任、完善委托代理机制等四个方面提出了提高职业经理人制度效率的对策和建议。
Family firms play a very important role in the global market economics. The development of western family firms has already had a clearly developed context and route. They mainly through changing the equity structure, importing the institution of professional managers, building more scientific corporate governance structure and gradually transfer to the modern institution of company. Where should the Chinese family firms go? Should the Chinese family firms grow up in according to the growing route of western family firms? Or in according to the own characteristic to make a difference growing route. What is the secret of Chinese family firms'growing up? Can it be solved? To these questions, the traditional analysis route is based on the theory of property, theory of management of modern company and borrowing the successful experience from western family firms. It tries to build a scientific system and developed theory, in order to guide the Chinese family firms' institution design and management development. But in fact it doesn't form unity theory system and institution system which fit for the growing of Chinese family firms. On the other hand, the situation of Chinese family firms'actual development is not very good. The professional manager's institution is a very important direction to the development of family firm. In practice, the most important question of the implement of professional managers' institution is the risk of trust which leads to enterprise crisis. The construction and development of the relationship of trust is the key for ensuring the professional manager's institution efficiency. So, discussing family firm how to improve institution and the efficient of management in the condition of the framework of trust relationship, which is the important research area in the present family firm's development theory and govern theory. Researching this question has a direct and actual meaning to the family firms that are during the second setting up in business. Under this background, this article try to research the institution design and management under the relationship between the family firm's professional managers'trust tendency and Organizational Commitment, which is based on the trust view, has a very important theoretical and actual meanings.
This article studies with family firms, which is based on the view of institution trust. It analyzes the tendency of family firm's professional manager's trust behavior and the situation of organizational commitment and the relationship between them. It adopts these tools and methods:canonical case, collaborative theory and institutional economics. It discusses the design philosophy of family firm's professional manager's institution. And it makes suggestion and measures for improving the institutional trust of family firm and promoting the enforceable of professional manger's institution.Many actual problems of the institution of professional managers, which after all are the concentrated expression of the trust conflict between entrusted agents. Trust and institution is interaction, the trust relationship of family firm have a big influence on importing the professional manager's institution and professional manager's governance mechanism. The lost of society trust and the low moral level of professional manager will lead to the difference of family firm's trust relationship then influences the development of the management model of family firm and the change of modern company institution. The exit and entrance of family firm's manager is influenced by trust and institution. It searches a balance between trust and institution and builds a good institution trust relationship. Then it is based on this to design an effective professional manager's institution that in order to make a win-win between employer and manager. This is the key to Chinese family firm's future.This article thinks that the resource of professional manager's trust is varied. It concluded institutional trust, psychological contact, social trust, three dimensions. It empirically analyzes the relationship between professional managers' trust tendency and organizational commitments. It studies to the professional managers and builds up the regression model of the tendency of trust and organizational commitments. Studies have shown that, trust is the important factor of organizational commitments of family firm's professional managers. The both have the significant positive correlation. Three dimensions have different influence on organizational commitments. The order from high to low is this:institutional trust, psychological contact, social trust. The institutional trust has the most influence. Between the family firms and professional managers exists dynamic trust game. This article learns from the foreign research of trust relationship's dynamic game. In game model of efficiency wage adds two factors,"Institutionalization of income" and "match income" which are on the basis of trust. Improve three stages trust game model of family firm's professional managers. Studies have shown that, the trust relationship of family firm has externalities. Right design and effective application of trust institution is the key factor of protecting the professional managers' institutional operational efficiency.The institution of professional manager is an institutional integrated system. It exists by system group. In the analysis and design of family firm's professional manager's institution must consider the systematic and coordination between institutional element and institutional group then make the institutional efficiency and management efficiency comes true. This article adopt to the synergetic thinking, through research methods of analyzing cases and institutional economics, based on the cases of the institution of Ningbo family firm's professional managers. Analyzing the human institution, joint institution which are very important to building trust institution and improving the institutional efficiency. It is based on trust institution in the four aspects of open ideal, improve institution, add trust and improve agent mechanism take suggestion to improving institutional efficiency of professional managers.
本文以家族企业为研究对象,基于制度信任视角,重点分析家族企业职业经理人信任行为倾向与组织承诺状况以及两者之间的关系,并采用典型案例、协同理论以及制度经济学的工具或方法,基于制度化信任视角探讨了家族企业职业经理人制度的设计思想,在提高家族企业的制度化信任、促进职业经理人制度实施等方面提出了措施和建议。职业经理人制度的诸多现实问题,归根结底是委托代理人之间信任关系冲突的集中表现。信任与制度是相互作用的,家族企业信仟关系对职业经理人制度的引进以及职业经理人治理机制具有重要的影响,社会诚信基础缺失、职业经理人道德水平不高,会导致家族企业信仟关系内外有别,从而影响了家族企业管理模式的发展和现代企业制度的变迁。家族企业经理人的引入和退出,明显受到信任和制度性两方面因素的影响,在制度和信任之间寻求一种平衡,建立一种良性互动的制度信仟关系,并在此基础上设计有效的职业经理人制度,以实现雇主与经理人共赢,这是我国未来家族企业成长的关键。本文认为职业经理人的信任来源是多维的,包括社会信任、心理契约信任及制度信任。并通过对职业经理人的信仟倾向与组织承诺关系的实证分析,建立了信任倾向与组织承诺回归模型,以此作为信任博弈的研究前提。研究表明,信任是家族企业职业经理人组织承诺的重要影响因素,两者具有显著正相关。职业经理人信任倾向的三个维度对组织承诺的影响程度不同,由高到低依次为制度信任、心理契约信任及社会信任,制度信任影响最大。而家族企业与职业经理人之间存在动态的信任博弈。本文借鉴国内外委托代理理论的研究成果,改造了代理人效率工资中的部分假设,增加了基于信任的“制度化收益”及“匹配收益”两个影响因素,完善了家族企业职业经理人三阶段信任博弈模型。研究表明,家族企业信任关系具有外部性,信任制度的合理设计并有效运用,是保障职业经理人制度实施效率的关键因素。职业经理人制度是一个制度综合的系统,它是以制度群的形式存在并产生作用的。在家族企业职业经理人制度的设计与分析中,必须考虑制度元与制度群之间的系统性与协作性,从而达到实现制度效率与管理效率的目标。本文借鉴协同理论思想,通过案例分析和制度经济学的研究方法,以宁波地区家族企业实施职业经理人制度的案例为基础,分析了制度人性化、制度协同对建立制度信任、提高制度效率的重要性。基于制度信任,在开放理念、完善制度、增进信任、完善委托代理机制等四个方面提出了提高职业经理人制度效率的对策和建议。
Family firms play a very important role in the global market economics. The development of western family firms has already had a clearly developed context and route. They mainly through changing the equity structure, importing the institution of professional managers, building more scientific corporate governance structure and gradually transfer to the modern institution of company. Where should the Chinese family firms go? Should the Chinese family firms grow up in according to the growing route of western family firms? Or in according to the own characteristic to make a difference growing route. What is the secret of Chinese family firms'growing up? Can it be solved? To these questions, the traditional analysis route is based on the theory of property, theory of management of modern company and borrowing the successful experience from western family firms. It tries to build a scientific system and developed theory, in order to guide the Chinese family firms' institution design and management development. But in fact it doesn't form unity theory system and institution system which fit for the growing of Chinese family firms. On the other hand, the situation of Chinese family firms'actual development is not very good. The professional manager's institution is a very important direction to the development of family firm. In practice, the most important question of the implement of professional managers' institution is the risk of trust which leads to enterprise crisis. The construction and development of the relationship of trust is the key for ensuring the professional manager's institution efficiency. So, discussing family firm how to improve institution and the efficient of management in the condition of the framework of trust relationship, which is the important research area in the present family firm's development theory and govern theory. Researching this question has a direct and actual meaning to the family firms that are during the second setting up in business. Under this background, this article try to research the institution design and management under the relationship between the family firm's professional managers'trust tendency and Organizational Commitment, which is based on the trust view, has a very important theoretical and actual meanings.
This article studies with family firms, which is based on the view of institution trust. It analyzes the tendency of family firm's professional manager's trust behavior and the situation of organizational commitment and the relationship between them. It adopts these tools and methods:canonical case, collaborative theory and institutional economics. It discusses the design philosophy of family firm's professional manager's institution. And it makes suggestion and measures for improving the institutional trust of family firm and promoting the enforceable of professional manger's institution.Many actual problems of the institution of professional managers, which after all are the concentrated expression of the trust conflict between entrusted agents. Trust and institution is interaction, the trust relationship of family firm have a big influence on importing the professional manager's institution and professional manager's governance mechanism. The lost of society trust and the low moral level of professional manager will lead to the difference of family firm's trust relationship then influences the development of the management model of family firm and the change of modern company institution. The exit and entrance of family firm's manager is influenced by trust and institution. It searches a balance between trust and institution and builds a good institution trust relationship. Then it is based on this to design an effective professional manager's institution that in order to make a win-win between employer and manager. This is the key to Chinese family firm's future.This article thinks that the resource of professional manager's trust is varied. It concluded institutional trust, psychological contact, social trust, three dimensions. It empirically analyzes the relationship between professional managers' trust tendency and organizational commitments. It studies to the professional managers and builds up the regression model of the tendency of trust and organizational commitments. Studies have shown that, trust is the important factor of organizational commitments of family firm's professional managers. The both have the significant positive correlation. Three dimensions have different influence on organizational commitments. The order from high to low is this:institutional trust, psychological contact, social trust. The institutional trust has the most influence. Between the family firms and professional managers exists dynamic trust game. This article learns from the foreign research of trust relationship's dynamic game. In game model of efficiency wage adds two factors,"Institutionalization of income" and "match income" which are on the basis of trust. Improve three stages trust game model of family firm's professional managers. Studies have shown that, the trust relationship of family firm has externalities. Right design and effective application of trust institution is the key factor of protecting the professional managers' institutional operational efficiency.The institution of professional manager is an institutional integrated system. It exists by system group. In the analysis and design of family firm's professional manager's institution must consider the systematic and coordination between institutional element and institutional group then make the institutional efficiency and management efficiency comes true. This article adopt to the synergetic thinking, through research methods of analyzing cases and institutional economics, based on the cases of the institution of Ningbo family firm's professional managers. Analyzing the human institution, joint institution which are very important to building trust institution and improving the institutional efficiency. It is based on trust institution in the four aspects of open ideal, improve institution, add trust and improve agent mechanism take suggestion to improving institutional efficiency of professional managers.
引文
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