過去已有許多文獻探討家族企業的接班問題或接班人對企業的影響，但這類的研究方向主要在於接班人的經營管理能力或養成途徑或是接班計劃，鮮少有針對企業內部核心幹部的建構的過程做主題探討。本研究希望以社會情感財富理論架構下經由四位企業接班人的深度訪談，探究家族企業接班人的接班歷程中，憑藉自己的個人魅力和才能征服一批忠實追隨者，並願意在接班人的領導下成為核心成員並為企業奔走勞作的原因為何。質化研究的內容分析、資料歸納，彙整出企業內部常見的企業接班問題以及接班後的治理問題。

本研究的目的在了解接班人的接班動機與接班歷程與接班人的管理團隊建構的過程與篩選的條件。其中接班人與企業管理、社會情感財富理論之是否有關聯性，因此研究者觀察其中有趣的關聯性與相互影響。藉由質性訪談方式，做深入探討。

研究發現接班人在歷練過程中，在專業知識、人際關係建立經驗、管理風格的培養在社會情感財富理論觀點上有關係，同時影響核心成員對接班人信任度及組織認同感。

In the past, many literatures have discussed the succession of family enterprises or the impact of successors on the enterprise. However, this kind of research mainly focuses on the management ability, cultivation path or succession plan of successors, and rarely focuses on the construction process of core cadres within the enterprise. Based on the theory of social emotional wealth and through in-depth interviews with four business successors, this study hopes to explore the reasons why family business successors conquer a group of loyal followers by virtue of their personal charm and talents, and are willing to become core members and work for the enterprise under the leadership of the successors. The content analysis and data induction of qualitative research summarize the common enterprise succession problems within the enterprise and the governance problems after succession.

The purpose of this study is to understand the succession motivation and succession process of the successor and how to construct the successor's management team. Whether the successor is related to the theories of enterprise management and social emotional wealth, so the researchers observe the interesting relevance and interaction. By means of qualitative interview, we make an in-depth discussion.

The study found that the training of successors' professional knowledge, interpersonal relationship building experience and management style were related to the theory of social emotional wealth, and also affected the core members' trust in successors and organizational identity.

致謝 i
摘要 ii
英文摘要 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究範圍 3
第四節 研究議題流程 4
第二章 文獻探討 5
第一節 家族企業與接班研究5
第二節 高階管理團隊 10
第三節 社會情感財富理論 11
第三章 研究方法及設計 16
第一節 質性研究 16
第二節 訪談內容與大綱。 19
第三節 研究對象 20
第四章 研究結果與分析 23
第一節 接班人接班意願 23
第二節 接班階段的歷練 24
第三節 接班人與企業管理 28
第四節 核心幹部的構建 34
第五節 命題與彙整 38
第五章 研究結論與建議 41
第一節 研究結論 41
第二節 管理意涵建議 43
第三節 研究限制 43
第四節 未來研究建議 44
參考文獻 45
附錄 1來源索引 50
附錄 2 KJG訪談文字稿 70
附錄 3 BFC訪談文字稿 81
附錄 4 RHS訪談文字稿 90
附錄 5 GIS訪談文字稿 98

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