| CEO继任模式及其与企业绩效的关系--研究综述和进一步研究的理论框架 |
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| 引用本文： | 张兵,徐金发,章清.CEO继任模式及其与企业绩效的关系--研究综述和进一步研究的理论框架[J].科研管理,2005,26(1):53-59. |
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| 作者姓名： | 张兵 徐金发 章清 |
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| 作者单位： | 1. 浙江大学管理学院,浙江,杭州,310027
2. 浙江商业职业技术学院,浙江,杭州,310010 |
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| 摘 要： | CEO继任是企业成长发展中的最重要的战略决策之一。CEO的管理能力和企业家才能作为企业重要的战略资源在很大程度上决定着一个企业的成长和绩效。正因为如此，对CEO继任问题的研究已经引起了学术界广泛的关注。CEO继任是一个复杂的过程，这一过程由前任离任和后任继任两个相继发生的事件所组成。归纳国外关于CEO继任问题的研究，一般从两个方面来描述CEO继任模式：一是继任者的来源；二是前任CEO离职时的情境。继任者的来源一般分为内部继任者和外部继任者。前任离职的情境一般区分为强迫更替和自然更替。所谓强迫更替是指CEO不情愿地被免职，自然更替是指CEO志愿退出CEO的职位。因此，国外研究一般将CEO继任模式分为四种类型，即(1)志愿离任、内部继任，(2)志愿离任、外部继任，(3)被迫离任、内部继任，(4)被迫离任、外部继任。关于CEO继任模式与企业绩效的关系，比较多的研究认为，非常规(强迫离任)会显著影响企业绩效，可以促进企业绩效提高；常规继任(志愿离任)不会引起企业绩效的变化。外部继任与企业绩效有显著相关，内部继任与企业绩效关系不大。George boyne and Jay dahya(2002)对公共组织CEO继任与组织绩效的关系的研究认为，CEO继任受外部约束的限制(如法律、政府税收政策等)和内部约束的限制(如CEO的正式职责、权力集中的程度)。新任CEO继任对组织绩效的影响是通过一系列策略改变而实现的，这些策略包括采用一种新的组织结构、新的流程、聘用新的人员到高的职位或采取一种新的财务预算等。综合国外相关研究成果，可以得到一个进一步研究的理论框架：企业CEO继任模式受多种约束条件的影响，一是企业外部约束，如行业的竞争性、行业的企业数量以及职业经理人市场的成熟度等；二是企业内部约束，包括企业的经营绩效、企业规模、企业发展的生命周期、企业的文化取向、企业的绐理结构等。这些内部和外部约束的综合作用，决定了企业CEO的继任模式。CEO继任模式对企业绩效的影响途径是通过对企业内部结构、企业流程、人力资本和企业发展战略的调整而实现的。对于以上各种因素之间相互作用的方向和强度，有待于作进一步的实证研究。
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| 关 键 词： | CEO继任 企业绩效 模式 |
| 文章编号： | 1000-2995(2005)01-007-0053 |
| 修稿时间： | 2003年9月1日 |
CEO succession modes and their relationship with firm performance--a summary of researches and a theory frame of further researches |
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| Zhang Bing,Xu Jin-fa,Zhang-qing.CEO succession modes and their relationship with firm performance--a summary of researches and a theory frame of further researches[J].Science Research Management,2005,26(1):53-59. |
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| Authors: | Zhang Bing Xu Jin-fa Zhang-qing |
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| Institution: | Zhang Bing 1,Xu Jin-fa 1,Zhang-qing 2 |
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| Abstract: | CEO succession is one of the most essential strategies for the development of a firm, and has drawn wide attention of the academic circles. CEO succession is a complicated procedure, including two succeeding events, the departures of predecessors and the succession of successors. We describe CEO succession modes from two aspects, one is the origin of the successor, the other is the condition under which the predecessor departs. Usually, we divide the origin of the successor into insider and outsider, and the conditions under which the predecessor departs into forced turnover and natural turnover. On the relationship between CEO succession modes and firm performance, according to many researches, the abnormal one (forced turnover) would remarkably influence firm performance and may improve firm performance; while the normal one (natural turnover) makes no change for firm performance. Outside succession has much to do with firm performance, while inside succession does not. Summing up the relevant achievements of researches abroad, we can get a theory frame as follows for further study: the CEO succession modes of a firm are influenced by various constraints, one is external constraints of the firm, including the competition of the profession, the amount of firms of the profession, and so on; the other is internal constraints of the firm, including the operating performance of the firm, the administration structure of the firm and so on. The comprehensive effect of these internal and external constraints determines the CEO succession modes of the firm. CEO succession modes influence firm performance by way of adjusting the internal structures of the firm, the processes of the firm, human resources and the development strategies of the firm. The direction and intensity of the mutual effect of the various factors above remain to be proved and studied further. |
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| Keywords: | CEO succession firm performance mode |
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