La presente tesis doctoral analiza desde un punto de vista teórico y práctico, los factores psicosociales de éxito en la sucesión de la empresa familiar. Considerándose la sucesión como el acontecimiento más crítico que deben hacer frente las empresas de carácter familiar para asegurar su continuidad en el mercado laboral. Específicamente y acorde a los principales autores e investigadores se profundiza en los factores transversales: el conocimiento del antecesor y su transferencia, el proceso de formación del sucesor, las relaciones familiares, la planificación del proceso de sucesión y la profesionalización de la empresa familiar. De manera complementaria los factores son analizados según los agentes implicados: el antecesor, el sucesor, otros miembros familiares y otros miembros no familiares. Para el desarrollo del estado del arte se utiliza el sitkis como herramienta bibliométrica que nos permita la búsqueda, recuperación y tratamiento de grandes volúmenes de datos a través de la base de datos: Isi Web of Knownledge. Mediante esta herramienta podemos filtrar y detectar las referencias bibliográficas fundamentales, así como la identificación de autores de referencia, grupos de discusión y revistas relevantes, en relación a la temática a investigar. Finalizado el estado del arte, avanzamos en la elaboración y aplicación del instrumento de medición; un cuestionario de carácter multidimensional que nos permita medir los factores previamente identificados. El cuestionario es remitido vía mailing a 8.000 empresas catalanas, previo estudio piloto de 15 empresas familiares. Los resultados son analizados descriptivamente a través de gráficos de frecuencia, del grado de asociación entre variables mediante la utilización del estadístico chicuadrado, del grado de dependencia entre las principales variables y elaboración de un modelo causal a través de la metodología de ecuaciones estructurales. Los resultados nos permiten conocer por parte de sus protagonistas, el conjunto de creencias, valores y acciones en relación al proceso de sucesión por parte de empresas de primera, segunda, tercera y cuarta generación de Cataluña así como generar un modelo de éxito de los factores clave en el proceso de sucesión intergeneracional de las empresas familiares. / This thesis analyzes the keys in relationship of the succession in family business, especially how the psychosocial factors affects directly on the succession: a critical moment of survive or not where companies could disappear although having a good health and balance. Specifically, and according to main authors and investigations, we go deep in the transversal items, represented here in the form of a pyramid: the predecessors know-how and its transference; the successor and his formation; the succession plan; and the professional organization of the family firm. On the other hand, all of this items are analyzed on the point of view of each agent: predecessor, successor, family, and non family people who are also implicated in the succession process.The theorical part of this thesis has been done following using the bibliometric tool of sitkis, which is one of the biggest informatic system that finds all the essential authors, the references and all the investigations that are relevant on the family business succession. The practical part of this thesis contrasts the principal keys that we have found on the theoric level by setting hypothesis. The statistical tools are based on the results of the mailing questionnaire that have been sent to eight thousand family catalan firms. All this results has been studied by using frequency statistic, association between variables, and dependence and causes effect of the structural equations in the order of contrasting the hypothesis and its reliability. The conclusion of all this research shows and identifies the causes of the succession process from the first generation firm to the last generation firm and writes down a successfully model of the key factors that are essential. These are "the ones" which guarantee the success of any intergenerational succession process on the family catalan business.

The semiconductor industry plays an important role in the economic development of Taiwan. Under continuous technology advancement and global division of labor, the industry relies on high performance teams consisted of outstanding talents for competitiveness. However, the mere clustering of talents is not guarantee for high performance. The manager plays a critical role in the organization. Therefore, the selection and cultivation of the manager is a challenging issue to the organization and the human resource manager. This study employed questionnaire survey and literature review to study a case company in the semiconductor assembly and testing industry. There were totally 51 copies issued for Manager level (42 copies were collected) and 17 copies issued for Director level and above (16 copies were collected). It used Fuzzy Delphi Method to discuss the management competency evaluation indices of the case company, and used the Fuzzy Analytic Hierarchy Process of Multi-Criteria Decision Making Methods to construct a management competency assessment model. The model is used for decision-making on talents, and explores the current talents cultivation system, in order to discuss the practice of cultivating talents with management competency as successors. This study used Fuzzy Delphi Method, Fuzzy Analytic Hierarchy Process, and single case research method to analyze and investigate the case company. The findings are as follows: 1. The priority of importance of management competency assessment indices for different levels of management. There are 5 indices and 24 sub-indices. The importance analysis shows the priority of important management skill of different management levels, according to their weight ranking for leadership cluster, personality cluster, personnel communication cluster, business administion cluster and operation execution cluster, in order to show the difference in demand for management competency at different levels. 2. Establishing weight system for the management competency assessment indices The results of the weight system show the relative importance of the assessment indices for the reference of management competency related activities and basis for managers in screening. 3. Practice of cultivating talents with management competency as successors The discussion on the system employed by the case company show the feasibility of the practice of cultivating talents with management competency as successors, and suggestions are provided for future system.

Family owned businesses strive to not only be successful as measured by profit, market position, and other determinants used to gauge businesses success, but they also strive in the continuity of transitioning management and ownership from one generation to the next. This study explores the experiences of second generation successors with the succession process and how those experiences may influence their approach to planning the next generation succession. A qualitative case study approach was followed, using data collected from twelve second generation family business owners. This research examined the succession experiences of these owners in the areas of succession planning, successor development, individual learning, and the culture of stewardship. A contribution to the body of knowledge is made by developing these areas. This research addresses a gap in the literature where no research existed which specifically focused on second generation experiences. A contribution to practice is made by outlining how these areas influenced second generation family business owners as they contemplate approaches to future succession. This research identifies possible areas for future research.

Thesis (Ph. D.)--Waseda University, 2004. / Accompanied by summary (3 leaves ; 30 cm.) in Japanese. Includes bibliographical references (leaves 256-262).

This dissertation is a series of study on CEO turnover, succession, and compensation, which consists of three essays. In essay 1, I investigate how the Sarbanes-Oxley Act (SOX) affects CEO tenure and the characteristics of CEO turnover. I do not find a significant relation between financial reporting and CEO turnover even though SOX enforces accurate financial reporting and personal responsibilities. However, I find SOX affects CEO turnover via the changes to corporate boards. I provide some evidence supporting the idea that intensified monitoring significantly reduces CEO tenure. Specifically, I find SOX significantly affects the relation between CEO tenure and the independence of the board. I find that the likelihood of forced CEO turnover is higher in the post-SOX period. I also document that intensified monitoring increases the likelihood of forced turnover, specifically, I find CEO power concentration, institutional ownership, negative news, and shareholder governance proposals significantly affect the odds of forced turnover. I also provide some evidence supporting the hypothesis that firm performance is inversely related to forced CEO turnover. I document that the average number of audit committee meetings significantly increased in the post-SOX period, and the interaction between the number of audit committee meetings and firm performance significantly increase the likelihood of forced CEO turnover. Overall, the results support the notion that SOX affects boards' decisions on CEO turnover. I do not find that the proportion of outside directors significantly affects the odds ratio of forced turnover, indicating outside dominated boards may not be effective in removing CEOs. Managerial discretion defines the working environment of a manager and could potentially affect a board's choice of a successor CEO. In essay 2, I hypothesize that boards tend to appoint younger (older) CEOs in firms with high (low) managerial discretion. I further propose that the relation between managerial discretion and successor CEO age may be moderated by the age of board members, the origin of the successor, and the successor's designated heir status. Using a sample of 629 successions occurring between 1994 and 2005, I find empirical evidence that supports my first hypothesis for the total sample and the sample of successions with voluntary turnover. Board age, successor origin, and the successor's designated heir status do not moderate the results for the total sample. However, I find that board member age and designated heir status moderate the relation between managerial discretion and CEO age following forced turnover. Following voluntary turnover, successor origin and designated heir status moderate the result. The above mentioned three board and CEO characteristics may either strengthen or weaken the link between managerial discretion and CEO age depending on how the incumbent CEO leaves the CEO position. In addition, several other factors also statistically affect boards' decisions regarding CEO age, including governance, CEO board tenure, and titles held by the successor. In essay 3, I examine the role of managerial discretion in setting CEO pay at succession. Using a sample of 656 successions from 1994-2005, I provide evidence that a successor CEO's pay level is positively and significantly associated with the level of managerial discretion. However, outside succession moderates the link between managerial discretion and pay level. I further find that the moderating effect of a successor's origin is contingent upon the bargaining power of the board of directors for the total and forced turnover samples. As for the pay structure of a successor, the results of the total sample and forced turnover subsample provide evidence that managerial discretion positively relates to the proportion of risk-based pay and outside succession has a moderating effect on this relation; and the moderating effect depends on the board bargaining power. As for the voluntary turnover sample, the pay structure of the new CEO is mainly determined by the pay structure of the predecessor, firm performance, and the board bargaining power. This study enriches existing research on managerial discretion and succession by linking CEO bargaining power at succession with the theory of managerial discretion.

O processo de sucessão nas empresas familiares é bastante estudado na administração. Nesse trabalho aborda-se essa questão pela ótica das mulheres sucessoras em empresas consideradas de ramos preponderantemente masculinos, fazendo-se assim uma análise da perspectiva do feminino. Com o objetivo de investigar os elementos que explicam o processo de legitimação das mulheres sucessoras em empresas familiares, assumindo a perspectiva da própria sucessora, dos sucedidos e dos funcionários familiares e não familiares. Por meio de uma pesquisa qualitativa, buscou-se com estudos de casos múltiplos caracterizar as empresas em análise quanto ao ramo de atuação, estrutura e posicionamento no mercado; descrever o processo sucessório de cada empresa estudada; descrever o processo de preparação das mulheres sucessoras para assumirem a direção nas empresas analisadas; identificar os principais desafios, dificuldades e os conflitos vivenciados pelas mulheres sucessoras ao longo de suas trajetórias nas empresas; analisar o processo sucessório e a legitimação das sucessoras na perspectiva dos funcionários e gestores familiares e não familiares. Os resultados do trabalho demonstram que as mulheres sucessoras estão legitimadas nos cargos de direção, embora tenham enfrentando diversos obstáculos tanto no que diz respeito ao processo de sucessão como à barreiras de gênero. As mulheres sucessoras construíram suas carreiras ao longo dos anos, ao lado dos pais sucedidos ou em outras empresas; não tiveram disputas pelo poder com irmãos ou outros parentes do sexo masculino; algumas não foram a primeira opção dos sucedidos, mas a capacidade e profissionalismo superaram a questão de gênero na determinação do sucessor para as empresas aqui estudadas. / The process of succession in family businesses is well studied in administration. In this paper, this issue is approached from the standpoint of women successors in companies considered to be predominantly male, thus making an analysis of the feminine perspective. With the objective of investigating the elements that explain the process of legitimizing successor women in family businesses, assuming the perspective of the sucessor woman herself, succeded and family and non - family employees. Through a qualitative research, it was sought with multiple case studies to characterize the companies in analysis as to the branch of performance, structure and positioning in the market; describe the succession process of each company studied; describe the process of preparing the successor women to take the command in the companies analyzed; identify the main challenges, difficulties and conflicts experienced by women successors throughout their trajectories in the companies; analyze the succession process and the legitimacy of successors women from the perspective of family and non-family employees and managers. The results of the study show that successor women are legitimized in management positions, although they face several obstacles both in terms of succession process and gender barriers. Successor women have built their careers over the years, alongside of their parents or in other companies; They did not have power struggles with siblings or other male relatives; some were not the first choice of successors, but the capacity and professionalism overcame the gender issue in determining the successor for the companies studied here.

O processo de sucessão nas empresas familiares é bastante estudado na administração. Nesse trabalho aborda-se essa questão pela ótica das mulheres sucessoras em empresas consideradas de ramos preponderantemente masculinos, fazendo-se assim uma análise da perspectiva do feminino. Com o objetivo de investigar os elementos que explicam o processo de legitimação das mulheres sucessoras em empresas familiares, assumindo a perspectiva da própria sucessora, dos sucedidos e dos funcionários familiares e não familiares. Por meio de uma pesquisa qualitativa, buscou-se com estudos de casos múltiplos caracterizar as empresas em análise quanto ao ramo de atuação, estrutura e posicionamento no mercado; descrever o processo sucessório de cada empresa estudada; descrever o processo de preparação das mulheres sucessoras para assumirem a direção nas empresas analisadas; identificar os principais desafios, dificuldades e os conflitos vivenciados pelas mulheres sucessoras ao longo de suas trajetórias nas empresas; analisar o processo sucessório e a legitimação das sucessoras na perspectiva dos funcionários e gestores familiares e não familiares. Os resultados do trabalho demonstram que as mulheres sucessoras estão legitimadas nos cargos de direção, embora tenham enfrentando diversos obstáculos tanto no que diz respeito ao processo de sucessão como à barreiras de gênero. As mulheres sucessoras construíram suas carreiras ao longo dos anos, ao lado dos pais sucedidos ou em outras empresas; não tiveram disputas pelo poder com irmãos ou outros parentes do sexo masculino; algumas não foram a primeira opção dos sucedidos, mas a capacidade e profissionalismo superaram a questão de gênero na determinação do sucessor para as empresas aqui estudadas. / The process of succession in family businesses is well studied in administration. In this paper, this issue is approached from the standpoint of women successors in companies considered to be predominantly male, thus making an analysis of the feminine perspective. With the objective of investigating the elements that explain the process of legitimizing successor women in family businesses, assuming the perspective of the sucessor woman herself, succeded and family and non - family employees. Through a qualitative research, it was sought with multiple case studies to characterize the companies in analysis as to the branch of performance, structure and positioning in the market; describe the succession process of each company studied; describe the process of preparing the successor women to take the command in the companies analyzed; identify the main challenges, difficulties and conflicts experienced by women successors throughout their trajectories in the companies; analyze the succession process and the legitimacy of successors women from the perspective of family and non-family employees and managers. The results of the study show that successor women are legitimized in management positions, although they face several obstacles both in terms of succession process and gender barriers. Successor women have built their careers over the years, alongside of their parents or in other companies; They did not have power struggles with siblings or other male relatives; some were not the first choice of successors, but the capacity and professionalism overcame the gender issue in determining the successor for the companies studied here.

在選填幼教系的那刻起，我就知道未來要承接母親所經營的兒童教育事業，但 內心卻常有個聲音是「好希望我是願意承接母親經營的事業，但為何我始終沒辦法 也不願意做出這個選擇？」。母親在我童年時期忙碌的景象，使我一直擔憂承接後， 我的孩子也會像我童年時期一樣孤單，但若不選擇承接，母親還會愛我嗎？ 這進退兩難的處境在遇見兩位幼兒園接班人後，開啟了我的探尋之旅。無論是 透過訪談準幼兒園接班人、訪談家人以及接受心理諮商，甚至一年代理經營等等的 探尋行動，我看見過去的自己是依附在母親的期待中與一昧想像他人一樣。藉由自 身不斷行動、敘說與反思，促動原先對他者與自己既定且僵化信念的改變，透過說 也看見自身的生命起伏與演變的意義脈絡，當人能看見此意義脈絡的同時也就能看 見人自身經歷存在的價值，使過往在認回自我的過程中得以平靜安穩的存在，進而 拾回生命的主權為自己做決定，有力量思考承接與否的挑戰。而承接家業對我而 言，成了可以實踐自我理想的選擇。 / In the election of the pediatric system, I know that the future to undertake the mother's children's education business, but the heart is often a voice is "I hope I am willing to undertake the cause of the mother's business, but why I have no way do not want to make this choice? " My mother in my childhood busy scene, so I have been worried about undertaking, my child will be as lonely as my childhood, but if you do not choose to undertake, the mother will love me? This dilemma in the situation after meeting the two kindergarten successors, opened my search trip. Whether it is through the interview kindergarten successors, interviews with family members and to accept psychological counseling, and even one year agency operations and so on the search action, I saw the past is attached to the mother's expectations and ignorant imagine others. By their own action, narrative and reflection, to promote the original and their own established and rigid beliefs of the change, through that also see their own ups and downs of life and evolution of the meaning of the context, when people can see this sense of context at the same time also can see the value of the existence of their own experience, so that in the past to recover the self in the process of calm and stable existence, and then retrieve the sovereignty of life for their own decisions, have the power to think about whether to undertake or not. And to undertake the family business for me, has become a self-ideal choice.

Conjectured in 1943, Hadwiger’s conjecture is one of the most challenging open problems in graph theory. Hadwiger’s conjecture states that if the chromatic number of a graph G is k, then G has a clique minor of size at least k. In this thesis, we give motivation for attempting Hadwiger’s conjecture for circular arc graphs and also prove the conjecture for proper circular arc graphs. Circular arc graphs are graphs whose vertices can be represented as arcs on a circle such that any two vertices are adjacent if and only if their corresponding arcs intersect. Proper circular arc graphs are a subclass of circular arc graphs that have a circular arc representation where no arc is completely contained in any other arc. It is interesting to study Hadwiger’s conjecture for circular arc graphs as their clique minor cannot exceed beyond a constant factor of its chromatic number as We show in this thesis. Our main contribution is the proof of Hadwiger’s conjecture for proper circular arc graphs. Also, in this thesis we give an analysis and some basic results on Hadwiger’s conjecture for circular arc graphs in general.

Valstybių teisių perėmimo ir pareigos atlyginti tarptautiniu pažeidimu padarytą žalą tema yra aktuali Lietuvai ir kitoms Baltijos valstybėms dėl to, kad pastaruoju metu itin aktyviai Lietuva pradėjo reikalauti Rusijos Federacijos atlyginti tarptautiniais pažeidimais, įvykdytais SSRS, padarytą žalą. Šios žalos Rusijos Federacija atlyginti nesiima, motyvuodama tuo, kad Rusijos Federacija yra skirtingas subjektas nuo SSRS, ir, esą, tokia padėtis ją atleidžia nuo atsakomybės bei iš jos išplaukiančių pareigų. Valstybių pareigos atlyginti tarptautiniu pažeidimu padarytą žalą klausimas valstybių teisių perėmimo kontekste taip pat nėra nei reguliuojamas universalių tarptautinių dokumentų, nei gausiai pagrįstas vieninga tarptautine praktika, nei išsamiai nagrinėtas tarptautinės teisės doktrinoje. Dėl šios priežasties būtina išnagrinėti tiek tarp valstybių susiklosčiusią praktiką, tarptautinius teisinius santykius, kylančius tiek atskirai valstybių teisių perėmimo bei tarptautinio pažeidimo atveju, tiek situacijos, kuriomis šie du institutai sprendžiami drauge. Tad šio tiriamojo darbo tikslas – atskirai išnagrinėti ir aptarti valstybių teisių perėmimo bei atsakomybės už tarptautinius teisės pažeidimus praktiką ir teisinį reguliavimą, kartu doktrinos pateikiamas išvadas; taip pat atskleisti, kokios taisyklės taikomos šiuo metu valstybių atsakomybei už tarptautinės teisės pažeidimus valstybių teisių perėmimo kontekste. Šio tikslo siekiama įgyvendinant konkrečius uždavinius: išnagrinėti... [toliau žr. visą tekstą] / The subject of state succession and obligation to make reparation for the injury caused by internationally wrongful act is a matter of great relevance to Lithuania and other Baltic states because recently Lithuania began to require from Russian Federation to make reparation for the internationally wrongful acts committed by the USSR very actively. Russian Federation refuses to make reparation motivating that Russian Federation is a separate subject from USSR and that this is the reason why it is not responsible for the wrongful acts committed by the USSR. The question of the obligation to make reparation in the context of state succession is not under regulation of universal treaties, nor multiplicitly founded on judicial practice, also is not a subject of wide analysis in doctrinal level. That is why it is necessary to analyze practice of the states, international relations, arising in the area of state succession and internationally wrongful acts as well as the situations were these two institutes are to be dealt together. Therefore the aim of this master’s work is to analyze and discuss the cases and legal regulation as well as the doctrinal conclusions on state succession and obligation to make reparation; also to reveal the rules which are applied on the state responsibility in the context of state succession. This aim is to be pursued through particular tasks: to analyze the concept, scope, variants of state succession, to describe internationally wrongful act, it’s... [to full text]