Date of Award

2025

Degree Type

Thesis

Degree Name

Doctor of Business Administration (DBA)

Abstract

随着社会经济的高速发展和商业竞争格局的不断变化，传统中国家族企业把所有权与经营权“两权合一”的管理模式将无法适应现代企业治理的要求，成为制约企业规模化发展的瓶颈。为此，许多中国家族企业借鉴西方家族企业“两权分离”的治理模式，希望通过引入职业经理人来实现家族治理与职业化管理相融合的创新变革。然而，家族企业特有的组织文化、权利与资源分配形式却制约着职业经理人的创新举措，各种排斥干扰使得变革无法持续，导致相关企业面临因职业治理难以为继而重返家族治理的尴尬局面。究其原因，职业经理人在应对家族企业职场排斥的过程中，额外消耗了大量的心理能量和个人资源，且无法通过正常工作社交获得补充和帮助，使其产生情绪耗竭。这种疲劳状态迫使职业经理人削减工作投入、降低创新意愿直至主动离职。为验证职场排斥对创新行为的影响机制，本文基于资源保存理论构建了包含中介和调节的研究模型，用以检验家族企业职场排斥对其职业经理人创新行为的消极影响。在将情绪耗竭作为中介变量以揭示职场排斥对创新行为作用机制的同时，引入离职倾向作为调节变量，用以检验其在研究路径中的调节作用。

本文应用文献研究法对职场排斥、创新行为、情绪耗竭、离职倾向四个主变量的定义和研究现状进行了梳理，并选定了理论框架与研究模型；在借鉴学术界具有良好信度和效度的成熟量表进行调查问卷设计后，使用问卷调查法收集研究所需的相关数据。问卷调查以中国内地不同省份家族企业中的职业经理人为对象，通过分阶段发放并回收电子问卷，最终获得有效样本数据284份。随后，利用信度和效度分析、验证性因子分析、相关性分析、层级回归分析和Bootstrap检验等多种统计方式，对四个变量间的关联关系和作用机制进行了逐一检验。根据统计数据结果，获得下列结论：（1）家族企业职场排斥与职业经理人创新行为负向关联；（2）职业经理人的情绪耗竭在职场排斥与其创新行为之间起完全中介作用；（3）职业经理人的离职倾向在其情绪耗竭对创新行为的负向影响中起正向调节作用。

本文经研究证实，职业经理人的创新行为受职场排斥和离职倾向的综合影响。我们发现，在家族企业职场排斥下，职业经理人的离职倾向不仅可以削弱情绪耗竭对创新行为的负面影响，还使其由负向转为正向影响，促使职业经理人的短期创新行为增加。文章以此建议，家族企业主应视职业经理人为合作伙伴，给予完整的知情和决策权，在保证职业经理人与企业快速融合的同时，推动符合企业利益的长期创新活动。当职业经理人因职场排斥而产生离职倾向，并选择忽视企业和股东利益进行短期利己创新时，家族企业不但要进行及时的干预和心理疏导，还要注意知识产权保护，防止创新投入和成果遭受损失，以期为中国家族企业的管理实践和创新发展提供借鉴。

With the changing and advancement of economy development and business competition, the ‘two-as-one’ management method of combing ownership and management power in traditional family business is not adapting to modern corporate governance, becoming the bottleneck that restricts the development of the business. Therefore, a number of Chinese family businesses have imported the governance of separation of ownership and control from their Western counterparties to achieve the reform of combing family ownership with professional management. However, the characteristic organizational culture and power and resource distribution of family business restricts managers’ innovative measures, ostracism is intervening and affecting the sustainability of managers’ reforms. Family businesses are in danger of reverting to their original family governance model if professional governance is absent.

To investigate further, workplace ostracism over-consumed managers’ psychological energy and personal resources, managers can regain neither such energy nor help through their work and social interactions, causing emotional exhaustion. Such fatigue forces managers to reduce work inputs and their willingness to innovate, until finally resigning. In order to prove the mechanism of workplace ostracism on innovative activities, this piece of work constructed a mediation-moderation integration research model to test the negative influences on professional managers’ innovative activities from workplace ostracism in family businesses. Emotional exhaustion is deployed as a mediating variable to disclose the mechanism of how workplace ostracism affects innovative activities, while turnover intention is introduced as a moderating variable to test its moderation effect.

This paper reviews the extant studies of the four main variables: workplace ostracism, innovative behavior, emotional exhaustion and turnover intention. It then selected a theoretical framework and research model. A questionnaire is designed referencing mature academic scales with good reliability and validity for data collection. The questionnaire respondents are professional managers in family businesses across different provinces in mainland China. After the distribution and collection of e-questionnaires, a valid sample of 284 is obtained. Multiple statistical methods were employed to test the correlation and mechanism between variables one after another. The statistical results obtained as following: 1. workplace ostracism in family business has a negative correlation with professional managers’ innovative behavior; 2. professional managers’ emotional exhaustion have the full mediation between workplace ostracism and their innovative behaviors; 3. professional managers’ turnover intentions positively moderate the effect of managers’ emotional exhaustions on their innovative behaviors.

This research suggests that professional managers’ innovative behaviors are jointly affected by workplace ostracisms and turnover intentions. Under resistances like workplace ostracism, professional managers’ turnover intentions can reduce the negative influence that emotional exhaustion has on innovative behaviors and enhance managers’ innovative behaviors in a short run. This research therefore suggests that owners of the family businesses should see professional managers as business partners, providing them with full rights of information and rights of decision-making, to ensure professional managers can integrate into the business quickly and promote long term innovative behaviors that meet the interest of the business. If professional managers shown turnover intention caused by workplace ostracism while still conducting short term self-interested innovative activities that neglect business or shareholder interests, family businesses need to intervene immediately with psychological counselling. Meanwhile, they should pay attention to intellectual property protection to prevent losses related to innovative expenditure and violations on intellectual property rights. It’s hoped that findings of this work can provide references for the management practices and innovative development of Chinese family businesses.

Keywords

职场排斥, 创新行为, 情绪耗竭, 离职倾向, 资源保存理论, Workplace Ostracism, Innovative Behavior, Emotional Exhaustion, Turnover Intention, Conservation of Resources Theory

Language

Chinese (Simplified)

Comments

A study on the relationship between workplace exclusion in Chinese family businesses and the innovative behavior of professional managers : the mediating role of emotional exhaustion and the moderating role of turnover intention

Recommended Citation

李航 (2025)。中国家族企业职场排斥与职业经理人创新行为的关系研究 : 情绪耗竭的中介作用与离职倾向的调节作用 (博士論文，香港嶺南大學)。檢自 https://commons.ln.edu.hk/otd_tpg/61/

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