Adverse retention of family talent in intrafamily succession
研究家族企业内继任时，有才能的家族成员离开而能力较差的留下的“不良保留”问题，用微观经济学劳动供给模型分析五种情景，探讨个人特质、金钱与非金钱收益、家族关系及外部劳动力市场的影响。
In both a practical and theoretical sense, management succession is one of the most important issues facing family firms because intentions for it influence behavior and the ability to execute it successfully ultimately influences long-term survival. One of the greatest challenges in family firms with intention for intrafamily management succession is to ensure that the most talented family members stay in the firm. Thus, this paper deals with the problem of adverse retention, a situation wherein the more talented family members leave but the less talented family members stay. We use classical microeconomic-labor-supply arguments to explore five scenarios of increasing complexity to illustrate how personal attributes, pecuniary and nonpecuniary benefits, relationships between family members, and interactions with the external labor market can give rise to or prevent adverse retention. We discuss implications and research directions suggested by our application of the model to the adverse-retention problem.