• Journal of Agricultural Extension & Community Development
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• v.21 no.4
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• pp.939-965
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• 2014

Farm succession in the next generation has profound implications for the future structure of the agricultural industry and the procurement of agricultural human resources. Therefore, this study sought to suggest the policy directions for farm succession through investigating the foreign policies and comparing it with Korean policies. The followings were derived from the comparison analysis. First, support is required in establishing master plans for farm succession from operators to successors. Second, it is needed to develop and disseminate effective model for farm succession. Third, an assistance policy for farm households without successors should be initiated. Fourth, the fragmentation of farmland ownership should be counteracted.

• Korean small business review
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• v.43 no.1
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• pp.147-164
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• 2021

This study focuses on succession in a family business which is the crucial factor affecting future and survival of a family business. Especially, the study concentrate a successor's view which is regarded as a key-player during the succession. In this study, we used AHP (Analytic Hierarchy Process) methodology to identify priorities of factors influencing succession. We divided into two-tier level. The first-tier is defined as 1) the relationship with an incumbent CEO, 2) a successor 's management ability, 3) a successor' s self-efficacy and 4) succession plan. For the second-tier of each first-tier have 3 sub-factors ; 1) the relationship with an incumbent CEO is set as level of mutual trust, sharing the vision of a company, and level of communication each other. 2) A successor 's management ability is based on business competence, education and training and interpersonal management ability, 3) a successor 's self-efficacy was set as successor' s willingness of succession, confidence of overcoming crisis and confidence of achieving objectives. Lastly, 4) a succession plan is set as finance plan, leadership transformation plan and human-organization management plan. A total of 93 questionnaires is distributed and retrieved, and 88 questionnaires are used for the study, excluding those with missing data. As a result of this study, successors selected 1) the relationship with an incumbent C.E.O. as the most important priority in the first-tier. The second is 2) a successor 's management ability, the third is 3) a successor' s self-efficacy, and the last priority is 4) a succession plan. In particular, 3 sub-factors that make up the relationship with an incumbent are the most important factors. These factors rank the first to the third in the final result.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.4
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• pp.133-145
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• 2015

This study investigates the relationships between the characteristics of the succession process and organizational performance as well as the moderating roles of strategic HRM practices in these relationships. Data was collected from 256 successors and HR managers(128 for each) in South Korean family businesses where the succession process either had been completed or was currently underway around time of data collected and analyzed. Our results indicate that the provision of successor training is positively related to organizational performance, while the clarity of the incumbent's role after succession, communication of the decision regarding succession, and the incumbent's propensity to step aside are not significantly related to organizational performance. Further, our results confirm (a) the moderating effects of strategic staffing practices between communication of the decision regarding succession and organizational performance, and (b) the moderating effects of strategic staffing practices between the incumbent's propensity to step aside and organizational performance. The theoretical and practical implications of these findings are discussed.

• KOREAN POULTRY JOURNAL
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• v.48 no.1
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• pp.132-134
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• 2016

최근 농촌진흥청에서 발표한 축종별 영농 승계 실태와 의식 조사에 따르면 축산 농가 경영주 10가구 중 4가구는 자녀가 일을 물려받고, 그 중 절반 이상은 승계 예정인 자녀가 현재 경영에 참여하고 있는 것으로 나타났으나 육계의 경우 승계자 보유율은 37.3%(5만수 이상 47.8%, 4만수 미만 농가 19.4%)로 조사되었다. 32.7%는 영농 승계 계획이 없다고 답해 타 축종에 비해 영농 승계율이 저조한 것으로 밝혀졌지만 꿈과 열정으로 육계업에 뛰어들어 자부심을 갖고 육계 2세로 살아가는 이들이 있다. 이번호에는 진용일 구구축산농원 대표(고양육계지부 총무)를 만나 육계 2세로의 삶의 이야기를 들어 보았다.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.241-263
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• 2023

Recently, the aging of SME managers has emerged as a major issue in business succession. The smooth succession of small and medium-sized enterprises (SMEs), which are the industrial base of Korea, is becoming an important issue for enhancing the vitality of the national economy, such as job creation, beyond mere discussion of inheritance. At this point, this study conducted an empirical analysis on the factors affecting corporate succession intention. As independent variables, corporate Capability consisting of employee competency, marketing competency, and digital competency, human factors such as managers, successors, and third-party stakeholders, and institutional factors such as legislation, taxation, and trust were set. In addition, the effect of adjusting the sales scale was verified. To this end, a survey was conducted targeting representatives who are currently running small and medium-sized enterprises (SMEs). The total number of valid questionnaires was 315. Based on this, an empirical analysis was conducted using the hierarchical regression method. The results of the empirical analysis are as follows. First, marketing competency and digital competency, managerial competency and successor competency, taxation and trust had a significant positive (+) effect on corporate succession intention. However, a significant influence relationship between the third stakeholder, employee competency, and corporate succession intention was not tested. Among the factors that have a significant impact, the size of the influence was in the order of taxation, successor competency, executive competency, trust, marketing competency, and digital competency. Second, the size of sales was found to moderate the relationship between the variables that had a significant effect on corporate succession intention, that is, management competency, successor competency, marketing competency, digital competency, taxation and trust, and corporate succession intention. Based on these research results, academic, practical, and institutional implications for smooth business succession are presented.

• Journal of Venture Innovation
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• v.6 no.1
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• pp.139-159
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• 2023

As the founders of small and medium-sized businesses age, the issue of business succession becomes increasingly important. In this study, we empirically analyzed the impact of various human and institutional factors on corporate succession intentions, including the CEO's competency, the successor's competency, third-party stakeholders, and institutional factors such as legislation, taxation, and trust. We surveyed CEOs who were currently running small and medium-sized enterprises (SMEs), and received a total of 201 valid questionnaires. We then conducted an empirical analysis using the multiple regression analysis method. Our results showed that both the CEO's competency and the successor's competency, which are human factors, had a significant positive impact on corporate succession intention. Institutional factors such as taxation and trust also had a significant positive impact on corporate succession intention. However, third-party stakeholders and legislation did not have a significant effect on corporate succession intention. Among the factors that had a significant impact, the size of the influence was in the order of successor's competency, CEO's competency, taxation, and trust. These research results have both academic and practical implications. By going beyond existing studies that focus solely on human factors, we have revealed that institutional factors such as taxation and trust have a very important impact on corporate succession.

• 농업기술회보
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• v.45 no.4
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• pp.41-45
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• 2008

• 한국벤처창업학회:학술대회논문집
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• 2022.04a
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• pp.171-173
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• 2022

기후변화, 고령화 사회로의 진입, 4차 산업혁명에 의한 첨단기술의 확산 등은 기업 현장에 큰 영향을 주고 있다. 또한, 최근 2년 넘게 지속되고 있는 코로나 팬더믹, 미중 갈등과 우크라이나 사태로 촉발된 원자재 가격 급등과 수급 불안은 세계 경제를 불황으로 몰고 있다. 중소기업을 창업하여 경영하고 있는 최고경영자(이하, CEO)들은 이러한 사업환경의 변화 속에서 지속가능 경영을 고민하고 있다. 흥미로운 것은 가혹한 사업환경을 마주하여 사업을 중단하고 정리하려는 CEO가 있는 반면, 의지를 갖고 사업을 계속하려는 경영자들도 있다는 것이다. 본 연구의 목적은 중소기업 CEO의 사업계속의도에 영향을 미치는 요인들을 조사하고 분석하는 데 있다. 본 연구에서는 중소기업의 사업 전망, 기업 역량, 경영자 역량, 가계 경제에 대한 부담감, 사업승계 인식이 CEO의 사업계속의도에 미치는 영향에 관한 연구를 진행하였다. 따라서 본 연구에서는 중소기업의 사업 전망, 기업 역량, 경영자 역량, 가계 경제에 대한 부담감, 사업승계 인식이 CEO의 사업계속의도에 어떠한 정도로 영향을 미칠 것인지 양적 연구를 통해 실증적으로 검증하고자 한다. 변화무쌍한 경영 환경하에서 창업하여 일군 중소기업을 경쟁력 있게 성장시키기 위해 우선시 요구되는 CEO의 사업계속의도(Intention to Continue Business)를 종속변수로 설정하여 본 연구를 진행하였다.

• Proceedings of the Korean Society of Computer Information Conference
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• 2015.07a
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• pp.115-118
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• 2015

현재 우리나라는 인구의 도시집중과 주거용 건물의 부족으로 인하여 발생하는 주택부족문제는 현대산업사회에서 피할 수 없는 현상이 되고 있고, 1970년대 들어 대도시로의 인구집중과 함께 극심한 주택난을 겪게 되었다. 전국의 주택보급률은 국토교통부가 발간한 '2014년 국토교통통계연보'에 따르면103%(서울 97.5%, 경기 98.7%)에 이르러 주택의 공급측면에서 큰 문제가 없어 보이지만, 2014년 전국 자가 주택 거주율은 53.6%로 절반 정도의 가구가 타인 소유의 주택에서 임차인으로 거주하고 있다. 이와 관련하여 가장 큰 법률문제 중의 하나는 임차주택에서 임차인이 그 가족들과 모두 함께 안정된 생활을 하는 것이라고 볼 수 있는데 만약 임차인이 사망한 경우에 그동안 임차인과 함께 생활 해온 가족들이 종전과 마찬가지로 당해주택에서 주거를 계속할 수 있는가 하는 문제이다. 이에 대해 주택임대차보호법은 임차주택에서 가정공동생활을 하고 있는 자에게 임차인의 권리 및 의무를 승계하도록 인정하고 있다. 그러나 사망임차인과 동거해온 상속인이 아닌 사실상 혼인관계에 있는 자에 대해 상속인이 아니라는 이유로 선순위상속인이 당해주택의 명도를 청구할 수 있다면 이것은 사망임차인과 동거해온 가족으로서 심각한 사회적인 문제가 된다. 따라서 본 논문에서는 주택임대차보호법상 임차권승계와 관련하여 제기되고 있는 문제점을 검토하고 그에 대한 개선방안을 제시하고자 한다.

• Journal of Agricultural Extension & Community Development
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• v.27 no.4
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• pp.159-171
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• 2020

This study aims to examine the needs analysis for agricultural management capabilities and farming practices that were emphasized by focusing to the inflow of farmers and the importance of the smooth succession. Data were collected from 134 farm successors. The Borich demand and the Locus for Focus model were hired for the study. Result were as follows. The competency group that the farm successors showed a high educational needs for was financial management. As for the detailed competencies that farm successors showed high educational needs for, based on Borich demand and the Locus for Focus model, the six detailed competencies of financial measures, financial analysis, financial management, sales planning, machine operation, and pest management were common and were derived as priorities. As for the direction of farming practice education for farm successors, based on these analysis results, education on machinery operation in the production sector should be expanded, and the management sector, more systematic and diverse education should be prepared to strengthen financial management capabilities.