中国家族企业职业经理的双重代表性及其影响

How Professional Managers represent both of Family Business and their employees as well as keeping balance between them, is vital for the managers' blending in with the organizational context, which in turn promotes the development of Family Business. The contents of this research project include:①the concept, dimensions and measurement of Professional Managers' dual-representative in Chinese context;②the symmetry and balance of dual-representative;③the antecedents and outcomes of under-representative and over-representative;④critical impact factors of Professional Managers' dual-representative;⑤the outcomes of Professional Managers' dual-representative. The theory contributions of this research project would be：①deepen the theoretical connotation through analyzing dimension structure of dual-representative; ②reveal the formation mechanism and influence process of dual-representative; ③broaden and deepen the role playing and role conflict theory from the perspective of dual-representative; ④develop the theoretical framework of identification through analyzing the connotations of under-representative and over-representative. Based on the above studies, the research project will provide Chinese Family Business with micro-theory implications on strengthening the dual-representative and its compatibility of Professional Managers, which in turn helps Family Business to break through their bottleneck of management resources and to achieve sustainable development.

职业经理如何有效代表家族企业和员工，并平衡好这两类代表性间的关系，是影响其能否有效融入家族企业组织进而促进企业持续成长的关键因素。本课题的研究内容包括：①中国本土情境中职业经理双重代表性的内涵、测量及维度；②组织代表与员工代表的对称性及平衡性议题研究；③职业经理代表性不足与过度代表的前因及后果研究；④影响职业经理双重代表性的关键因素探索；⑤职业经理双重代表性的影响研究。本课题创新点体现为：①通过剖析双重代表性的维度结构，深化其理论内涵；②揭示双重代表性的形成机理和作用过程；③从双重代表性的角度进一步拓展和深化角色扮演及角色冲突理论；④通过剖析代表不足和过度代表的概念内涵，进一步拓展和完善身份定位的理论框架。基于上述问题的研究，本课题将为我国家族企业提升职业经理的双重代表性及其相容性，进而为家族企业突破管理资源瓶颈、实现持续成长提供微观理论。

本课题在领导组织代表性与领导力的理论框架下通过深入调研中国家族企业的样本对家族企业职业经理的双重代表性问题进行重点研究。本课题首先通过回顾组织代表性领域的相关研究文献，总结并梳理了组织代表性文献中的理论框架、研究脉络和研究的新方向，为本课题的后续研究提供坚实的文献和理论基础。其次，本课题在理论回顾的基础上着重探讨了研究计划中所设计的组织代表性的对称性和平衡性问题，并提出、发展和验证了组织代表性的“双刃剑”模型。在此基础上，本课题进一步探讨了组织代表性对家族企业建言等工作行为的解释力。不仅如此，本课题认为领导的组织代表性在很大程度上是通过领导风格体现或展现出来的，如：变革型领导或谦卑型领导等，我们又进一步探讨了这些领导风格对工作态度和工作行为的影响。本课题研究结果不仅期望可以推进组织代表性的理论研究，也期望能够从组织代表性理论的角度为解决家族企业职业经理有效平衡家族企业代表和员工代表之间的关系进而促进企业成长提供建议。

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