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가족기업의 승계과정 만족도의 선행변수와 조직적 자본의 조절효과에 관한 연구

Antecedents of the Perceived Succession Process Satisfaction in a Family Business: The moderating effect of organizational capital

박태경|신언정|류동우
한국중소기업학회|2014.09|중소기업연구|제36권 제3호|pp. 61-77

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참고문헌

키워드

Family Business가족기업Organizational Capital후계자의 승계의지현직경영자-후계자 관계조직적 자본승계과정만족도Successor’s Willingness to Take OverLeader-successor RelationshipPerceived Succession Process Satisfaction
주제분류경영학

초록

Abstract): 최근 가족기업의 승계과정에서 무형 자본, 그 중에서도 조직적 자본(organizational capital)의 중요성이 주목을 받고 있다. 즉, 승계 과정에서 조직 내부에 축적되어 있는 자본의 중요성을 이해하고, 승계의 핵심 선행요인과 그 결과 간의 관계에서 어떠한 역할을 하는지 모색할 필요가 있다. 본 연구는 가족기업의 후계자의 승계의지와 현직경영자-후계자 관계가 인지된 승계과정 만족도에 미치는 영향을 분석한다. 특히, 그 관계에서 조직적 자본의 조절효과를 분석하는데 주요 목적이 있다. 연구 목적을 달성하기 위하여 가족기업 및 조직적 자본과 관련된 문헌고찰을 통해 연구가설을 설정하였다. 가설 검증을 위해 가족기업으로서 승계를 고민하고 있거나 승계가 진행 중인 125개사로부터 확보된 자료를 바탕으로 회귀분석을 실시하였다. 분석 결과, 후계자의 승계의지와 현직경영자-후계자 관계는 인지된 승계과정 만족도에 유의미한 긍정적인 영향을 미치는 것으로 나타났다. 또한 그 관계에서 조직적 자본은 유의한 조절변수로서의 역할을 하는 것으로 분석되었다. 이는 가족기업의 승계가 만족스럽게 이뤄지기 위해서는 후계자의 승계의지와 현직경영자-후계자 관계뿐만 아니라, 특히 조직적 자본이 중요한 기능을 할 수 있다는 점을 시사한다. 마지막으로 연구의 기여점 및 한계점, 그리고 향후 연구를 위한 제언이 제시된다.

Abstract

Growing attention is being paid to intangible capital, or organizational capital during the succession process in family businesses. It is crucial that a family business takes a understanding of the importance of organizational capital which is accumulated in it and explores its role to play in the relationship between key antecedents of succession process and consequences. This study aims to examine the effects of the successor’s willingness to take over and leader-successor relationship on the perceived succession process satisfaction, with a particular focus on the moderating effect of organizational capital. Building on literature review regarding the family firm, succession and organizational capital, hypotheses are developed and tested using multiple regression analyses with 125 samples collected from South Korean family businesses. Results show that both of antecedents are found to significantly affect the consequence. They also indicate that the associations are significantly moderated by the intangible capital, respectively. Findings imply that successor’s willingness to takeover and leader-successor relationship should be taken into account as key preconditions for the perceived satisfaction with the succession process. Emphasis is also placed on the significance of the accumulated organizational capital within a family business. This suggests thus that organizational capital which includes firm-specific culture, knowledge-know and knowledge-based business practices must be well managed and utilized in order to develop a satisfactory succession process in family businesses. The present study in theory also contributes to moving forward our understanding of succession-related predictors in family businesses by suggesting the significance of an organization-level construct like organizational capital. Limitations and suggestions for future research are presented.

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