本研究旨在探討家族企業在傳承策略與經營績效之間的關聯性，尤其是在家族與企業利益衝突、轉型挑戰以及接班安排的好壞所展現的影響。家族企業作為一種獨特的組織形態，其營運與管理模式深受家族文化與價值觀的影響，因此在面臨傳承時，往往會遇到家族利益與企業發展之間的內在矛盾。這種矛盾不僅體現在資源分配上，更在於傳承過程中對企業文化、經營理念以及策略目標的影響。
研究發現，家族與企業利益的衝突，若能透過有效的溝通機制和治理結構加以平衡，則有利於緩解傳承過程中可能出現的衝突，從而提升企業的經營績效。此外，家族企業在轉型過程中面臨的挑戰，如創新能力的提升、市場定位的調整以及管理團隊的更新換代等，對經營績效均有顯著影響。有效的轉型策略不僅能夠幫助家族企業適應市場變化，更能夠在傳承過程中保持企業的競爭力。
最後，研究指出，家族企業的接班安排對經營績效有著深遠的影響。接班人的選擇、培養以及過渡期的管理，都是決定家族企業能否順利傳承並保持良好經營績效的關鍵因素。良好的接班安排應該兼顧家族意願與企業發展需要，確保接班人具備所需的領導能力和經營管理知識，從而引領企業在新的市場環境中持續成長。
綜上所述，家族企業的傳承策略與經營績效之間存在著密切的關聯性。通過對家族與企業利益衝突的有效管理、面對轉型挑戰的積極應對，以及實施合理的接班安排，家族企業不僅能夠確保順利傳承，還能在變化莫測的市場環境中保持良好的經營績效。

This study aims to explore the correlation between succession strategies and operational performance in family businesses, particularly focusing on the impacts of conflicts between family and business interests, challenges in business transformation, and the quality of succession planning. As a unique organizational form, the operation and management of family businesses are profoundly influenced by family culture and values. Therefore, during succession, these businesses often encounter inherent contradictions between family interests and business development. These contradictions are not only reflected in resource allocation but also affect the corporate culture, management philosophy, and strategic objectives during the succession process.
The research finds that if conflicts between family and business interests can be balanced through effective communication mechanisms and governance structures, it can help alleviate contradictions during the succession process, thereby enhancing operational performance. Additionally, the challenges faced by family businesses during transformation, such as improving innovation capacity, adjusting market positioning, and renewing management teams, significantly impact operational performance. Effective transformation strategies can not only help family businesses adapt to market changes but also maintain competitiveness during succession.
Finally, the study points out that succession planning in family businesses has a profound impact on operational performance. The selection and training of successors and the management of the transition period are key factors determining whether a family business can successfully pass on and maintain good operational performance. A good succession plan should consider both family wishes and business development needs, ensuring that the successor has the necessary leadership abilities and management knowledge to lead the company to continuous growth in a new market environment.
In summary, there is a close relationship between the succession strategies of family businesses and their operational performance. By effectively managing conflicts between family and business interests, actively addressing transformation challenges, and implementing reasonable succession plans, family businesses can not only ensure smooth succession but also maintain good operational performance in an unpredictable market environment.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 vi
圖目錄 vii
表目錄 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 家族企業的定義 5
第二節 家族價值觀與企業文化 8
第三節 家族企業傳承面臨的挑戰 11
第四節 家族企業面臨挑戰的應對 18
第五節 GISC模式的應用 22
第六節 商業九宮格的應用 25
第三章 研究方法 38
第一節 研究設計 38
第二節 樣本選取 40
第四章 個案探討 41
第一節 W公司概況 41
第二節 研究發現-W公司分析 47
第五章 結論與建議 53
第一節 研究結論 53
第二節 研究建議 54
參考文獻 56

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三、 網路文獻
陳碧芬，2023/11/23，工商時報，https://www.ctee.com.tw/news/20231123700089-439901。
MBA智庫百科，https://wiki.mbalib.com/zh-tw/%E4%BC%81%E4%B8%9A%E6%96%87%E5%8C%96。
myMKC管理知識中心，https://mymkc.com/article/content/21685，企業永續發展的活力-淺談企業文化。