Rearch On The Choice Of Successor For Intergenerational Inheritance Of Family Enterprise

Vigorous development of family enterprise has done a tremendous contribution to theeconomic growth, providing jobs in our country since the reform and opening-up. In a point ofview of the developing process of family enterprises, intergenerational inheritance is a key turningpoint of sustained and steady development of family enterprise. According to the thought ofquestioning, analyzing and solving problems,this paper discussed the issues. First the paperanalyzed the factors, principles and procedures,demonstrated that the mode of “Inherited hisfather” is the mainstream of the trend of intergenerational inheritance in our country,and introducedTheory of Planned Behavior to explain their behavior, and at last established the basis points.Afterestablishing basis points,the paper explored influencing factor on joining their own family businessfor entrepreneurial children by empirical analysis,and abstracted the competency that successors offamily enterprise should have. Finally the paper analyzed the training method of successors offamily enterprise.Through the method of combination of literature analysis,empirical analysis and caseanalysis, this paper concluded the following main conclusion：In this first steps，on the basis ofmainstream model of “Inherited his father” which had been demonstrated in our country.Throughfactor analysis and regression analysis of the103samples，we found that there were six factorswhich affected entrepreneurial children on joining the family enterprise，which were F1(Personalinterest and the family expectations), F2(External environment pressure),F3(Family relations andthe enterprise atmosphere),F4(Enterprise advantages and security of enterprise),F5(Family sense ofresponsibility),F6(problems and crises of enterprise),and we also found that the age,sex and theonly child or not had no significant role to entrepreneurial children in decision of taking over andjoining own family enterprise,and assets and scale of family enterprise had taken a positivecorrelation with interest in joining and taking over own family enterprise.Second, through caseanalysis of Fotile,we found that to achieve a successful heritage, the successor must be equippedwith strategic management skills, enterprise culture management skills, enterprise organization management skills, enterprise human resources management skills, and management quality whichincluded vision consciousness, highly dedicated, learning and thinking.This paper hoped that theresearch provided valuable suggestions for choice of successor of rfamily enterprises.