题名

Family Control, CEO Power and CEO Succession in Taiwan's Public Companies

并列篇名

台灣上市公司家族控制、CEO權力與CEO接班關係之研究

DOI

10.6160/2007.12.10

作者

劉韻僖(Yun-Shi Liu)

关键词

公司治理 ； CEO接班 ； CEO任期 ； 董事會 ； 公司績效 ； Corporate Governance ； CEO Turnover ； CEO Tenure ； Board of Directors ； Corporate Performance

期刊名称

中山管理評論

卷期/出版年月

15卷4S期（2007 / 12 / 02）

页次

103 - 137

内容语文

英文
中文摘要

過去有關CEO接班的研究相當豐富，然而在已發展的西方國家之外，卻很少有類似的研究。本研究以198個台灣上市公司為樣本，運用二十一年的資料(1981-2001)，探討CEO更迭、CEO任期與董事會的關係，試圖增加學術界或企業界對東亞國家公司治理研究的理解。本研究發現CEO的相對權力顯著影響CEO更迭與其任期，當CEO與公司最大家族具有親屬連帶關係時，CEO接任的比例降低，CEO的任期也較長；另一方面，當家族擁有有效掌控公司的所有權時，CEO接任的比例也較低，CEO的任期較長。此外，本研究結果顯示公司過去經營績效與CEO更換比率呈顯著負向關係，與CEO任期則為正向關係，然上述關係受CEO權力與是否公司存有控制家族兩項因素的調節。
英文摘要

The literature on CEO succession is quite rich and varied given a very long research tradition in the west. However, little is known about the determinants of CEO succession in countries outside the developed western world. In attempting to fill this gap, this study, set in Taiwan, examines the relationship between the turnover and tenure of CEO and the board of directors, using a longitudinal data set on 198 Taiwan public traded corporations over a 21-year period (1981-2001). The findings indicate that the CEO's relative power plays an important role in explaining variations in CEO turnover and the duration of tenure. When the CEO acquires more power through kinship tie with the largest family or the family with effective control power through ownership, the CEO turnover is significantly lower and the tenure is longer. The paper also investigates if poor firm performance may trigger the replacement and decrease tenure of CEO. The results show that the corporate performance is strong negatively related to the CEO turnover and positively related to the tenure; furthermore the relationship is moderated by CEO power and the presence of a controlling family shareholder.
主题分类 社會科學 > 管理學
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被引用次数
  1. 劉韻僖、林玟廷(2010)。CEO權力與薪酬關係之實證研究—代理和資源依賴觀點。中原企管評論，8(1)，35-59。
  2. 劉韻僖、林玉娟(2008)。董事會規模與獨立性對董事會功能影響之研究。東海管理評論，10(1)，187-223。
  3. (2018)。景氣波動、成員心理不確定感與組織承諾之關聯性：以繼任者來源為干擾效果。中華管理評論，21(1)，300-319。
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