家族企業接班一直是近幾年持續發燒的話題，由於嬰兒潮世代企業主陸續退休中，台灣企業主無不即將面對企業接班，但在接班過中產生許多問題，導致接班過程中產生不穩定的狀態，影響組織績效，當然的家內事外人管不著，但外人（人資單立）可以從旁協助少主接班，保持公司競爭力。本研究設定高績效人力資源措施－員工技能及知識、激勵、工作結構可能影響家族企業接班計劃成熟度與組織績效之間關係的調節因子，參考過去文獻並實證研究是否符合預期的干擾效果。
　 本研究主要以台灣家族企業為主要研究對象，共發出104份問卷，回收有效問卷104份。樣本採用SPSS階層迴歸分析驗證二個假設。實證結果顯示：(1)家族企業接班企業成熟度對組織績效有正向影響關係，亦即接班計劃愈完整愈順暢，對組織績效愈好。(2)高績效人力資源措施正向調節效果不顯著，但次構念－激勵研究結果卻為負向調節效果，而非原先預期正向調節效果。
　　
　　本研究提出實務上建議，期許能帶給家族企業接班上的參考，進而為組織績效帶來更多的建議及幫助。





關鍵詞：家族企業接班、高績效人力資源措施、組織績效

In recent years, family business succession has been the topic of persistent fever, because the baby boomers have retired business owner, the Taiwan entrepreneurs are all about to face business succession, but too many problems in the succession, leading to an unstable state of the succession process, the impact of organizational performance. Within the family thing outsiders have no control, but outsiders (Human resources unit) can be assisted by the little master to take over, to keep the company competitive. The study measures setting high performance human resources - employees' skills and knowledge, motivation, work structure adjustment factors may affect the relationship between the family business succession planning maturity and organizational performance, reference literature and empirical research over the past meets the expectations of the moderate effect.
The study mainly Taiwanese family business as the main object. Issued a total of 104 questionnaires. Verify that the two samples analyzed using SPSS hierarchical regression assumptions.The empirical results show:(1) Family Business Succession Enterprise Maturity has a positive impact on organizational performance. (2) High performance human resource measures positive regulatory effect is not significant, but the second constructs - but negative findings incentive to adjust the effect, rather than the previously expected a positive regulatory effect.
This study presents the practical recommendations, hopes can bring on family business succession reference, and thus bring more performance to organizational advice and help.

Keywords: Family business succession, high performance human resources measures, organizational performance

第一章 緒論…………………………………………………………………………1
第一節 研究背景與動機…………………………………………………………1
第二節 研究目的…………………………………………………………………3
第二章 文獻探討……………………………………………………………………4
第一節 家族企業定義……………………………………………………………4
第二節 家族企業接班計劃的重要性……………………………………………11
第三節 家族企業接班計劃的成熟度與組織績效之關係………………………18
第四節 專業經理人對家族企業之重要性………………………………………23
第五節 高績效人力資源措施與組織績效之關係………………………………27
第三章 研究方法……………………………………………………………………30
第一節 研究架構…………………………………………………………………30
第二節 研究設計…………………………………………………………………31
第三節 資料分析方法……………………………………………………………41
第四章 研究結果……………………………………………………………………42
第一節 相關分析…………………………………………………………………42
第二節 迴歸分析…………………………………………………………………44
第三節 研究結果彙整……………………………………………………………51
第五章 結論及建議…………………………………………………………………52
第一節 研究結論…………………………………………………………………52
第二節 管理意涵…………………………………………………………………54
第三節 研究限制及建議…………………………………………………………56
參考文獻………………………………………………………………………………57
附錄 施測問卷量表附錄 ………………………………………………………67

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