中小型家族企業接班研究-以機械零件業接班問題為例

中小型機械零件業規劃接班事務過程中，企業主觀點與相關研究結果之差異，為本研究主要探討的問題。研究方法為個別訪談五位加工業企業主，並請他們回答填寫研究者設計之問卷。從本研究的訪談資料中發現大多數加工業創業者都希望小孩子能夠有接棒的意願，並慢慢著手推動交班事宜。本研究結果顯示創業者對於接班人外來環境與挑戰沒有絕對把握，因此，兩代之間可能因為環境的差異或是產業科技的發展，都會影響到接班人訓練的成效。創業者認為自己專業是接班人最重要學習來源，外在訓練並不是創業者重點。然而，早期專業知識未必能符合現在科技發展，接班人必須要向外尋求更多新知識及外圍資源，此將是影響接班人是否足以負荷企業承續重要因素。但大環境不同，符合企業長期所需要能力也不一樣，創業者及早安排接班人，訓練接班人有更充裕時間來面對產業變化，為創業者在目前狀態上可以去實現的。

關鍵字

機械零件業；中小企業；接班人；承續規劃

並列摘要

This thesis main is to discuss the small and medium-sized machinery parts industry how to plan the succession affairs, which are important points in the process, and the differences between the views of the business owners and the related research results. The method of this study is to interview five manufacturing owners and ask them to answer and fill out the questionnaire designed by the researchers. From the interview data of this research, it is found that most of the processors in the processing industry hope that children will have the desire to take the lead and slowly push forward the shift. The results of this study prove that entrepreneurs have no absolute hold of the disturbance of the external environment. Therefore, the two generations may affect the successors' training results because of the different environment or development of industrial technology. Entrepreneurs believe that their profession is the most important source of learning for successors, and external training is not the important things of entrepreneurs. However, the early professional knowledge may not be in line with the development of the present science and technology. The successors must seek more new knowledge and external resources. This will be an important factor affecting the successors' ability to load the enterprises. However, the environment is different, the ability to meet the long-term needs of the enterprise is not the same, the entrepreneur is early to arrange successors, the successors have more time to face the changes in the industry, this is the entrepreneur can do in the current situation.