从“齐家”到“治企”：儒家文化视角下家族和谐对家族企业创新的影响机制研究

doi:10.3785/j.issn.1008-942X.CN33-6000/C.2022.07.156

Abstract
Figure/Table
References
Related Citation (10)

Download: PDF (926 KB) HTML (1 KB)
Export: BibTeX | EndNote (RIS)

Abstract Social and cultural values, deeply imprinted in everyone’s way of thinking and norms of behavior, have a profound impact on the decisions and behaviors of organization managers. The influence of culture should not be ignored in the study of enterprise innovation. The Confucian culture, as the main body of the Chinese cultural tradition and also an important part of the world civilization, should be seriously considered in the study of enterprise innovation. The existing literature generally argues that Confucian culture can hinder enterprise innovation from two perspectives. Some scholars believe that the hierarchy and obedience culture advocated by Confucianism will inhibit information exchange and ideological collision within enterprises, while others argue that the emphasis on collectivism and harmony in Confucian culture will obliterate individual value and innovative thinking. In contrast, this paper argues that Confucian culture emphasizes the interpersonal relationship of equality and mutual respect rather than strict hierarchical relationships. These principles of interpersonal relations will trigger constructive interactions among organization members and promote enterprise innovation. Meanwhile, the “harmony” in the Confucian cultural tradition emphasizes “harmony without uniformity” rather than a simple pursuit of harmony. Such a culture will stimulate knowledge and opinion debates among organization members who share common values rather than stifling individuality and innovative thinking, which will in turn promote continuous innovation in the enterprise. Based on this understanding, this paper argues that family harmony of entrepreneurs will shape a unique organizational culture through the participation of family members in the enterprise, and then positively affect enterprise innovation through two paths: customer orientation and organizational formality. Empirical evidences from 504 Chinese private enterprises support this theoretical conjecture, namely, family harmony has a significant positive impact on family firm innovation, and this effect is partially mediated by customer orientation and organizational formality. This research mainly makes three theoretical contributions to the literature: Firstly, by taking macro Confucian culture as the roots of micro corporate culture, and regarding entrepreneurs and their families as an important pathway of Confucian culture exerting impacts on corporate culture, this study successfully constructs a bridge linking macro cultural tradition and micro organizational culture. This will not only deepen our understanding of the underlying logic of organizational culture affecting enterprise innovation but also provides us with new ideas and evidences for understanding the micro-foundation of the influence of cultural traditions on national or regional innovation. Secondly, taking root in traditional Chinese Confucian culture, this study identifies two unique innovative thinking and action logic in Chinese family firms, i.e., customer orientation and organizational formality, which contributes to further studies to reveal the micro influential mechanisms of Confucian culture on enterprise innovation. This study promotes the development of enterprise innovation research from the perspective of Confucian culture, and at the same time makes a marginal contribution to the development of the “Chinese management theory”. Thirdly, this research analyzes and tests the influential mechanism of entrepreneurs’ family harmony on family firm innovation from the perspective of Confucian culture. Moreover, the perspectives of the qualitative relationship aspect of the family system (i.e., family harmony), rather than the quantitative aspects such as family ownership, governance, and management, help scholars to develop a more comprehensive understanding of the family system in the field of family business research.

Key words： family harmony corporate innovation confucian culture customer orientation organizational formality family business influential mechanism

Received: 15 July 2022

	Service

	E-mail this article
	Add to my bookshelf
	Add to citation manager
	E-mail Alert
	RSS
	Articles by authors
	Dou Junsheng
	You Xialei

Cite this article:

Dou Junsheng,You Xialei. From “Family Regulation” to “Enterprise Governance”: A Study of the Influence of Family Harmony on Family Firm Innovation from the Perspective of Confucian Culture[J]. JOURNAL OF ZHEJIANG UNIVERSITY, 2023, 53(6): 85-102.

URL:

https://www.zjujournals.com/soc/EN/10.3785/j.issn.1008-942X.CN33-6000/C.2022.07.156 OR https://www.zjujournals.com/soc/EN/Y2023/V53/I6/85

1 Stulz R. M. & Williamson R.， “Culture， openness， and finance，” Journal of Financial Economics， Vol. 70， No. 3 （2003）， pp. 313-349.
2 美］道格拉斯·C.诺思：《制度、制度变迁与经济绩效》，杭行译，上海：上海三联书店，2008年。
3 Li K.， Griffin D. & Yue H. et al.， “How does culture influence corporate risk-taking？” Journal of Corporate Finance， Vol. 23 （2013）， pp. 1-22.
4 杜维明：《现代精神与儒家传统》，北京：生活·读书·新知三联书店，1997年。
5 朱熹：《四书章句集注》，上海：上海古籍出版社，2006年。
6 陈凌、李新春、储小平等：《中国家族企业的社会角色：过去、现在和未来》，杭州：浙江大学出版社，2011年。
7 Lansberg I. & Astrachan J. H.， “Influence of family relationships on succession planning and training： the importance of mediating factors，” Family Business Review， Vol. 7， No. 1 （1994）， pp. 39-59.
8 Maciel A. S.， de la Garza Ramos M. I. & Aguilar J. L. E. et al.， “The influence of family relationships in the succession： a factorial analysis of Mexican enterprises，” Journal of Family Business Management， Vol. 5， No. 2 （2015）， pp. 238-256.
9 Calabrò A.， Vecchiarini M. & Gast J. et al.， “Innovation in family firms： a systematic literature review and guidance for future research，” International Journal of Management Reviews， Vol. 21， No. 3 （2019）， pp. 317-355.
10 徐细雄、李万利：《儒家传统与企业创新：文化的力量》，《金融研究》2019年第9期，第112-130页。
11 陈士慧、吴炳德、窦军生等：《家族关系如何影响企业创新？——对创新中不可忽视的“家族力量”的检验》，《科学学研究》2016年第5期，第793-800页。
12 Edmondson A. C. & McManus S. E.， “Methodological fit in management field research，” Academy of Management Review， Vol. 32， No. 4 （2007）， pp. 1155-1179.
13 Hofstede G.， “Culture and organizations，” International Studies of Management and Organization， Vol. 10， No. 4 （1980）， pp. 15-41.
14 Schwartz S. H.， “Are there universal aspects in the structure and contents of human values，” Journal of Social Issues， Vol. 50， No. 4 （1994）， pp. 19-45.
15 蔡洪滨：《等级观念扼杀创新力》，《哈佛商业评论》2013年第5期，第218-227页。
16 Chen Y.， Podolski E. J. & Veeraraghavan M.， “National culture and corporate innovation，” Pacific- Basin Finance Journal， Vol. 43 （2017）， pp. 173-187.
17 金智、徐慧、马永强：《儒家文化与公司风险承担》，《世界经济》2017年第11期，第170-192页。
18 古志辉：《全球化情境中的儒家伦理与代理成本》，《管理世界》2015年第3期，第113-123页。
19 才国伟、谢佳松：《儒家文化传统与当代企业创新》，《山东大学学报（哲学社会科学版）》2020年第6期，第38-48页。
20 陈刚、邱丹琪：《儒家文化与企业家精神——一项流行病学研究》，《财经研究》2021年第3期，第95-109页。
21 Yan Y.， Xu X. & Lai J.， “Does confucian culture influence corporate R&D investment？ evidence from Chinese private firms，” https：//www.sciencedirect.com/science/article/abs/pii/S1544612320304724， 2022-07-15.
22 Saffold G. S. Ⅲ， “Culture traits， strength， and organizational performance： moving beyond ‘strong’ culture，” Academy of Management Review， Vol. 13， No. 4 （1988）， pp. 546-558.
23 Schein E. H.， “Culture： the missing concept in organization studies，” Administrative Science Quarterly， Vol. 41， No. 2 （1996）， pp. 229-240.
24 Barney J. B.， “Organizational culture： can it be a source of sustained competitive advantage，” Academy of Management Review， Vol. 11， No. 3 （1986）， pp. 656-665.
25 Martins E. C. & Terblanche F.， “Building organisational culture that stimulates creativity and innovation，” European Journal of Innovation Management， Vol. 6， No. 1 （2003）， pp. 64-74.
26 Tushman M. L. & O’Reilly Ⅲ C. A.， Winning through Innovation： A Practical Guide to Leading Organizational Change and Renewal， Boston： Harvard Business School Press， 1997.
27 Quinn R. E. & Rohrbaugh J.， “A spatial model of effectiveness criteria： towards a competing values approach to organizational analysis，” Management Science， Vol. 29， No. 3 （1983）， pp. 363-377.
28 Brettel M.， Chomik C. & Flatten T. C.， “How organizational culture influences innovativeness， proactiveness， and risk-taking： fostering entrepreneurial orientation in SMEs，” Journal of Small Business Management， Vol. 53， No. 4 （2015）， pp. 868-885.
29 Dayan M.， Zacca R. & Husain Z. et al.， “The effect of entrepreneurial orientation， willingness to change， and development culture on new product exploration in small enterprises，” Journal of Business & Industrial Marketing， Vol. 31， No. 5 （2016）， pp. 668-683.
30 Tian M.， Deng P. & Zhang Y.， “How does culture influence innovation？ a systematic literature review，” Management Decision， Vol. 56， No. 5 （2018）， pp. 1088-1107.
31 Brettel M. & Cleven N. J.， “Innovation culture， collaboration with external partners and NPD performance，” Creativity and Innovation Management， Vol. 20， No. 4 （2011）， pp. 253-272.
32 ?kerlavaj M.， Song J. H. & Lee Y.， “Organizational learning culture， innovative culture and innovations in South Korean firms，” Expert Systems with Applications， Vol. 37， No. 9 （2010）， pp. 6390-6403.
33 Liao S.， Hu D. & Chen C. et al.， “Comparison of competing models and multi-group analysis of organizational culture， knowledge transfer， and innovation capability，” Knowledge Management Research and Practice， Vol. 13， No. 3 （2015）， pp. 248-260.
34 Valencia J. N.， Raquel S. V. & Jiménez D. J.， “Organizational culture as determinant of product innovation，” European Journal of Innovation Management， Vol. 13， No. 4 （2010）， pp. 466-480.
35 张钢：《论语的管理精义》，北京：机械工业出版社，2015年。
36 颜士梅、张钢：《〈论语〉中仁的内涵及其在企业人力资源管理的表征：基于扎根理论与案例分析的研究》，《管理学报》2020年第7期，第949-958页。
37 Hirschy M. J.， Gomez D. & Patterson K. et al.， “Servant leadership， humane orientation， and confucian doctrine of Jen，” Academy of Strategic Management Journal， Vol. 13， No. 1 （2014）， pp. 97-112.
38 张钢：《孟子的管理解析》，北京：机械工业出版社，2019年。
39 王庆娟、张金成：《工作场所的儒家传统价值观：理论、测量与效度检验》，《南开管理评论》2012年第4期，第66-79，110页。
40 Schein E. H.， “The role of the founder in creating organizational culture，” Organizational Dynamics， Vol. 12， No. 1 （1983）， pp. 13-28.
41 Hoffman J.， Hoelscher M. & Sorenson R.， “Achieving sustained competitive advantage： a family capital theory，” Family Business Review， Vol. 19， No. 2 （2006）， pp. 135-145.
42 周桂钿：《君子和而不同》，《决策探索（下半月）》2016年第2期，第38页。
43 Ouchi W. G.， “Markets， bureaucracies， and clans，” Administrative Science Quarterly， Vol. 25 （1980）， pp. 129-141.
44 Bantel K. A. & Jackson S. E.， “Top management and innovations in banking： does the composition of the top team make a difference？” Strategic Management Journal， Vol. 10 （1989）， pp. 107-124.
45 Hambrick D. C.， Cho T. S. & Chen M. J.， “The influence of top management team heterogeneity on firms’ competitive moves，” Administrative Science Quarterly， Vol. 41， No. 4 （1996）， pp. 659-684.
46 Deshpandé R.， Farley J. U. & Webster F. E.， Jr.， “Corporate culture， customer orientation， and innovativeness in Japanese firms： a quadrad analysis，” Journal of Marketing， Vol. 57， No. 1 （1993）， pp. 23-37.
47 Narver J. C. & Slater S. F.， “The effect of a market orientation on business profitability，” Journal of Marketing， Vol. 54， No. 4 （1990）， pp. 20-35.
48 Parsons A. J.， “Building innovativeness in large US corporations，” Journal of Services Marketing， Vol. 5， No. 4 （1991）， pp. 5-20.
49 Feng T.， Sun L. & Zhu C. et al.， “Customer orientation for decreasing time to market of new products： IT implementation as a complementary asset，” Industrial Marketing Management， Vol. 41， No. 6 （2012）， pp. 929-939.
50 Lukas B. A. & Ferrell O. C.， “The effect of market orientation on product innovation，” Journal of the Academy of Marketing Science， Vol. 28 （2000）， pp. 239-247.
51 Valenzuela L. M.， Mulki J. P. & Jaramillo J. F.， “Impact of customer orientation， inducements and ethics on loyalty to the firm： customers’ perspective，” Journal of Business Ethics， Vol. 93， No. 2 （2010）， pp. 277-291.
52 Pierce J. L. & Delbecq A. L.， “Organization structure， individual attitudes and innovation，” Academy of Management Review， Vol. 2， No. 1 （1977）， pp. 27-37.
53 Bolton R. N. & Drew J. H.， “A multistage model of customers’ assessments of service quality and value，” Journal of Consumer Research， Vol. 17， No. 4 （1991）， pp. 375-384.
54 张钢：《大学·中庸的管理释义》，北京：机械工业出版社，2017年。
55 淦未宇、徐细雄、刘曼：《儒家传统与员工雇佣保障：文化的力量》，《上海财经大学学报》2020年第1期，第66-84页。
56 Engelen A.， Kube H. & Schmidt S. et al.， “Entrepreneurial orientation in turbulent environments： the moderating role of absorptive capacity，” Research Policy， Vol. 43， No. 8 （2014）， pp. 1353-1369.
57 Büschgens T.， Bausch A. & Balkin D. B.， “Organizational culture and innovation： a meta-analytic review，” Journal of Product Innovation Management， Vol. 30， No. 4 （2013）， pp. 763-781.
58 Kremer H.， Villamor I. & Aguinis H.， “Innovation leadership： best-practice recommendations for promoting employee creativity， voice， and knowledge sharing，” Business Horizons， Vol. 62， No. 1 （2019）， pp. 65-74.
59 Nonaka I.， “A dynamic theory of organizational knowledge creation，” Organization Science， Vol. 5， No. 1 （1994）， pp. 14-37.
60 Chirico F.， Sirmon D. G. & Sciascia S. et al.， “Resource orchestration in family firms： investigating how entrepreneurial orientation， generational involvement， and participative strategy affect performance，” Strategic Entrepreneurship Journal， Vol. 5， No. 4 （2011）， pp. 307-326.
61 Damanpour F.， “Organizational innovation： a meta-analysis of effects of determinants and moderators，” Academy of Management Journal， Vol. 34 （1991）， pp. 555-590.
62 He Z. L. & Wong P. K.， “Exploration vs. exploitation： an empirical test of the ambidexterity hypothesis，” Organization Science， Vol. 15， No. 4 （2004）， pp. 481-494.
63 Jansen J. J. P.， van den Bosch F. A. J. & Volberda H. W.， “Exploratory innovation， exploitative innovation， and performance： effects of organizational antecedents and environmental moderators，” Management Science， Vol. 52， No. 11 （2006）， pp. 1661-1674.
64 Ettlie J. E.， Bridges W. P. & O’Keefe R. D.， “Organization strategy and structural differences for radical versus incremental innovation，” Management Science， Vol. 30， No. 6 （1984）， pp. 682-695.
65 March J. G.， “Exploration and exploitation in organizational learning，” Organization Science， Vol. 2， No. 1 （1991）， pp. 71-87.
66 Olson D. H.， Sprenkle D. H. & Russell C. S.， “Circumplex model of marital and family systems： I. Cohesion and adaptability dimensions， family types， and clinical applications，” Family Process， Vol. 18， No. 1 （1979）， pp. 3-28.
67 Green R. G.， Kolevzon M. S. & Vosler N. R.， “The Beavers-Timberlawn model of family competence and the circumplex model of family adaptability and cohesion： separate， but equal？” Family Process， Vol. 24， No. 3 （1985）， pp. 385-398.
68 窦军生、李生校、邬家瑛：《“家和”真能“万事”兴吗？——基于企业家默会知识代际转移视角的一个实证检验》，《管理世界》2009年第1期，第108-120页。
69 Kavikondala S.， Stewart S. M. & Ni M. Y. et al.， “Structure and validity of family harmony scale： an instrument for measuring harmony，” Psychological Assessment， Vol. 28， No. 3 （2016）， pp. 307-318.
70 Slater S. F. & Narver J. C.， “Market orientation， customer value， and superior performance，” Business Horizons， Vol. 37， No. 2 （1994）， pp. 22-28.
71 Davis P. S. & Harveston P. D.， “The influence of family on the family business succession process： a multi-generational perspective，” Entrepreneurship Theory and Practice， Vol. 22， No. 3 （1998）， pp. 31-53.
72 Dekker J. C.， Lybaert N. & Steijvers T. et al.， “Family firm types based on the professionalization construct： exploratory research，” Family Business Review， Vol. 26， No. 1 （2013）， pp. 81-99.
73 Marlin D. & Geiger S. W.， “A reexamination of the organizational slack and innovation relationship，” Journal of Business Research， Vol. 68， No. 12 （2015）， pp. 2683-2690.
74 Zahra S. A.， Neubaum D. O. & Huse M.， “Entrepreneurship in medium-size companies： exploring the effects of ownership and governance systems，” Journal of Management， Vol. 26， No. 5 （2000）， pp. 947-976.
75 Gudmundson D.， Tower C. B. & Hartman E. A.， “Innovation in small businesses： culture and ownership structure do matter，” Journal of Developmental Entrepreneurship， Vol. 8， No. 1 （2003）， pp. 1-18.
76 Migliori S.， Massis A. D. & Maturo F. et al.， “How does family management affect innovation investment propensity？ the key role of innovation impulses，” Journal of Business Research， Vol. 113 （2020）， pp. 243-256.
77 Peng M. W. & Luo Y.， “Managerial ties and firm performance in a transition economy： the nature of a micro-macro link，” Academy of Management Journal， Vol. 43， No. 3 （2000）， pp. 486-501.
78 曲怡颖、甄杰、任浩：《创新集群内企业声誉对创新能力及创新绩效的作用》，《软科学》2012年第1期，第11-15，24页。
79 Bowen F. E.， Rostami M. & Steel P.， “Timing is everything： a meta-analysis of the relationships between organizational performance and innovation，” Journal of Business Research， Vol. 63， No. 11 （2010）， pp. 1179-1185.
80 Pavitt K.， “Sectoral patterns of technical change： towards a taxonomy and a theory，” Research Policy， Vol. 13， No. 6 （1984）， pp. 343-373.
81 Zhu Y.， Wittmann X. & Peng M. W.， “Institution-based barriers to innovation in SMEs in China，” Asia Pacific Journal of Management， Vol. 29， No. 4 （2012）， pp. 1131-1142.
82 李梅、余天骄：《研发国际化是否促进了企业创新》，《管理世界》2016年第11期，第125-140页。
83 Preacher K. J. & Hayes A. F.， “SPSS and SAS procedures for estimating indirect effects in simple mediation models，” Behavior Research Methods， Instruments & Computers， Vol. 36， No. 4 （2004）， pp. 717-731.
84 Barringer B. R. & Bluedorn A. C.， “The relationship between corporate entrepreneurship and strategic management，” Strategic Management Journal， Vol. 20， No. 5 （1999）， pp. 421-444.
85 Baron R. M. & Kenny D. A.， “The moderator-mediator variable distinction in social psychological research： conceptual， strategic， and statistical considerations，” Journal of Personality and Social Psychology， Vol. 51， No. 6 （1986）， pp. 1173-1182.
86 傅颖、方汉青、薄秋实等：《家族企业公司创业：海归继承人的影响效应》，《南开管理评论》2021年第6期，第129-141页。
87 Lemon M. & Sahota P. S.， “Organizational culture as a knowledge repository for increased innovative capacity，” Technovation， Vol. 24， No. 6 （2004）， pp. 483-498.
88 Valencia J. C. N.， Valle R. S. & Jiménez D. J.， “Organizational culture as determinant of product innovation，” European Journal of Innovation Management， Vol. 13， No. 4 （2010）， pp. 466-480.
89 刘俏：《激活高质量发展的“微观基础”》，《人民日报》2018年1月4日，评论版。
90 张璇、束世宇：《儒家文化、外来文化冲击与企业创新》，《科研管理》2022年第9期，第194-200页。
91 McCann J. E. Ⅲ， Leon-Guerrero A. Y. & Haley J. D.， Jr.， “Strategic goals and practices of innovative family businesses，” Journal of Small Business Management， Vol. 39， No. 1 （2001）， pp. 50-59.
92 de Massis A.， Frattini F. & Lichtenthaler U.， “Research on technological innovation in family firms： present debates and future directions，” Family Business Review， Vol. 26， No. 1 （2013）， pp. 10-31.
93 Astrachan J. H.， Klein S. B. & Smyrnios K. X.， “The F-PEC scale of family influence： a proposal for solving the family business definition problem，” Family Business Review， Vol. 15， No. 1 （2002）， pp. 45-58.