기업가 역량 관점에서 파악한 중소가족기업의 효율적인 경영승계에 관한 연구

Abstract

This study conducted the empirical analysis on the influence of succession elements on the succession result for the effective management succession of small family business and secured the theoretic background by the literature review on the family business and its management succession. The elements having influence on the succession were empirically analyzed by the survey on the successors. Furthermore, on the basis of the empirical analysis results, this study aimed to suggest the effective ways for succession. To this end, the succession elements were reorganized by the element analysis and empirical analysis on succession elements on the basis of the survey results. The succession plan, network, family solidarity and business competency of successors were established as the succession elements as the independent variables. The efficiency of succession, organization's culture and recognition on succession were selected as the succession results as the dependent variables. Those variables were analyzed by regression analysis and accordingly, the influence of succession elements on succession results was investigated. The followings are the results of empirical analysis. First, the succession plan had significant influence on the efficiency of succession and recognition on succession related to succession results. Second, it was found that the network had significant impact on the recognition on succession related to the succession results. Third, the family solidarity showed the significant influence on the organization's culture related to the succession results. Finally, the business competency had significant influence on the efficiency of succession and organization's culture related to the succession results. In accordance with the empirical analysis results by element of family succession as described above, the succession elements were critical to the succession results. Accordingly, the preparation for succession is required. When the systemaic succession plan is implemented in advance, the succession in the small family business will be successfully completed. For the succession, the current CEO as well as the successor shall put every endeavor. It is required to prepare the succession by participation in continuing education and programs for succession, improvement of business competency by self development, and expansion of personal networking through a variety of networks. Furthermore, it is important to secure the exclusive division and budget in a company for succession. All officers and employees of the company shall have the thoughtful consideration rather than the prejudice on successors and recognize the succession for mutual development. 3)In conclusion, the family members shall motivate the successors to concentrate on the succession plan by themselves and the successors require the continuing interest among family members and mentors for succession. In the special business system "family business", securing the foundation in a family will be the basis to build up the system in the company. Such family competency is the momentum to accelerate the development of small family business. Furthermore, with the continuing and increasing interest and support of the government, the stagnated business performance in the early stage after succession will be gradually improved and the business will make substantial contribution on the national development by growing as the continuing business.