第五章 研究結論與建議
第四節 後續研究建議
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接班人 選
確定
公布
資源可集中培育該人選
家族成員及員工無異心扶持相同人選 當人選非最適時亦無法更改
不公布
若原本人選不適任，仍可做更動
家族成員認為自己仍有機會，可能無法凝聚向心力
員工仍效忠交班人，無法先培養員工對接班人的忠誠度，
可能使老臣問題更嚴重
不確定 成員彼此競爭，可能無法凝聚家族向心力 員工各有支持人選，可能形成派系爭權
第四節 後續研究建議
家族企業在傳承時的重要議題之一便是接班人選，多數研究對於接班人選 的議題著重於接班人的選擇，然而實務上家族企業的傳承順利與否不僅與人選 選擇攸關，更與人選公布與否相關。本研究之個案公司雖已傳承給 T 君，然而 對於接班人人選其實交班人 G 君並未正式對外公布，究竟 G 君接班規劃是否如 此無從考察。因此，本研究試圖將接班人選確定與公布與否可能造成影響分析 如下，後續研究可從此著手以期對家族企業之傳承做出更完善之見解分析。
圖 5-2 接班人選公布與否分析 資料來源：本研究整理。
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