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題 名 | 臺灣傳統家族企業之文化與結構關係研究--極端共存系統現象之探討 |
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作 者 | 嚴奇峰; 李建勳; | 書刊名 | 中原學報 |
卷 期 | 21 1992.12[民81.12] |
頁 次 | 頁223-234 |
分類號 | 494.2 |
關鍵詞 | 組織均衡; 系統穩態; Family enterprise; Bipolar coexistence; Organizational equilibrum; System stability; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究從系統論及交換論的角度,透過定性的邏輯推論,發展出一個解釋本土文化特性下家族企業「缺乏中階管理幹部」的半定量理論模式。該模式試圖從交換行為面,去闡釋傳統家族企業的文化內涵,必然導致組織系統出現「極端共存」的現象,亦即家族企業裡高階層人員呈現「停滯性均衡」,低階層人員呈現「動態性均衡」,此二者基本上均屬系統穩態,惟有中階層人員呈現「流出性失衡」情形,而表現出非穩態特徵。此種兩端呈現穩定態,而中間狀態均不穩定的極端共存現象,大部份是由文化因素(家族主義精神)所造成的影響。該現象說明中國傳統家族企業,當順利成長擴大到需引進外人進入管理階層時,家族主義即開始扮演重要的「自發性抑制」角色,而使得家族企業的組織成長過程受到阻礙。 |
英文摘要 | This research applies the concepts of system theory and exchange theory to develop a semi-quantitative model by logic reasoning. And this model tries to explain the phenomenon of "insufficiency of middle-level managers" in Taiwan family enterprises. From cultural point of view, familism mentality will undoubtedly cause Bipolar Coexistence in the organizatíon system. That means top management will stay in stagnant equilibrium situation, and low-Ievel employees will inflow/outflow in dynamic equilibrium status. Both situations are systematically stable in nature. Middle-level managers, however, appear to be unstable in the organization system. They will gradually leave the organization and establish their own businesses in most cases. Familism mentality has a strong momemtum to run a small enterprise in the beginning. But when this enterprise succeeds it will grow in size. And top management needs to recruit professional managers from outside of the family to do some decisive tasks. Familism mentality, at this time, will play an obstacle role in size expansion. The phenomenon of Bipolar Coexistence defined in this researeh reveals the paradoxical role of familism mentality. |
本系統中英文摘要資訊取自各篇刊載內容。