文档介绍：摘要
随着家族企业逐渐的发展壮大,家族企业主越来越认识到自身的知识水平和管理能力的有限。由此带来的发展困难问题,使得家族企业主步履维艰。因此职业经理在这样的一个背景下悄然兴起。但,在引入职业经理之后,有关如何激励职业经理的问题日益突出,怎么使得家族企业主在了解职业经理的需求基础上,实施有效地激励措施,如何将职业经理的自身利益与家族企业的长远利益捆绑在一起,是目前理论与实践上的一个难题。本文在文献研究的基础上,以浙江省家族企业为研究对象,运用科学的研究方法,试图正确分析目前家族企业职业经理的激励现状,进而在基于心理契约的基础上,对家族企业职业经理激励机制进行实证研究,同时提出如何在基于心理契约的基础上,建立有效的激励模型,实施有效的激励措施,在真正意义上对职业经理进行有效的激励。
论文首先根据文献资料,总结出家族企业、职业经理以及心理契约的定义,归纳总结出目前国内外关于在心理契约的基础上,家族企业对职业经理的激励现状。然后通过问卷调查,了解目前职业经理对心理契约相关因素的期望以及在家族企业中的实践情况,得出家族企业对职业经理的激励现状并不乐观的一个事实。在实证分析中,本文将涉及到的心理契约相关因素分为4个维度:工作条件维度、薪酬福利维度、学习与发展以及沟通与关系维度。通过实证分析得出,职业经理对薪酬福利维度、沟通与关系维度的期望最高。而薪酬福利维度、学习与发展维度在家族企业中的实践情况最不理想。
在实证分析的基础上,本文通过梳理4个维度对职业经理的激励效用,构建一个相对有效的基于心理契约的家族企业职业经理激励模型。在该模型的运行上,家族企业主根据激励措施的效果评价,不断调整激励措施,力图达到最佳激励效果。然后,本文采用相关软件对模型进行验证,就职业经理对基于心理契约的激励现状的满意程度上,得出:4个维度对该方面的解释能力都较强;在相关性方面,4个维度与总体满意程度的相关性也较强。
最后,本文根据国内外关于基于心理契约的家族企业职业经理激励相关理论与实证分析得出的相关结论,提出针对性的5点管理对策。
关键词:家族企业;职业经理;心理契约
Abstract
As the development of family business, the owner themselves started to aware of their limitation in knowledge and management skills, which in a matter of fact have already brought difficulties and bafflement to the business. According to this demand, the professional manager emerged, but meanwhile the problem of how to incite them followed as well. It has been a problem both in theory and practice that how could the owners incite the professional manager effectively on considering their demands, and how to bind their benefits with the long-term interests of the family business. Grounded on literature research, this thesis took family business in Zhejiang as the object of study, with scientific methods trying to analyze currently incentive situation and conduct empirical research, along with that, figured out how to build effective incentive model on the basis of psychology contract to help implement more efficacious incentive measures on the professional manager.
At the very beginning, according to literature research this thesis summarized the definition of family business、profession