高階經理人遴選議題往往是各大媒體、報章雜誌爭相報導的新聞，企業更對處理高階經理的異動事宜更為謹慎。本研究期望從策略的選擇角度來探討在什麼樣的因素與條件下，企業會傾向選擇內部升遷或外部空降。希望當企業有高階職位出缺時，可提供給企業主做為預測的模式，以供其作為外聘或內升參考之重要準則。 本研究透過羅吉斯迴歸，探討探討高階主管接任來源與組織績效、公司規模、前任去留、工作特性、家族性、研發密集度、企業未來成長機會及最終控制者控制持股間之關係。研究樣本包括民國98年至102年的台灣電子產業上市公司共137家企業，208起異動事件。實證結果發現，高階主管接任來源與工作特性及企業未來成長機會呈現顯著正相關，即當高階主管接任活動為總經理職務、企業未來成長機會愈高時，發生外部空降的機率較高；並與公司前一年 ROE、集團控制型態、研發密集度呈顯著負相關。 ;Top manager appointment is always the issue of interest to mass media, including TV news, newspapers and magazines. Toward the changes of top management, enterprises have particularly held a prudent attitude. This study intends to investigate the factors and conditions under which an enterprise would appoint internal or external candidate as its top manager. The research results are anticipated to serve as the reference of major criteria for appointing external manager or internal employee to take over the top management position. This research adopts logistic regression to analyze the relationships between top management succession source, firm performance, firm size, former manager’s disposition, work characteristics, corporate culture, R&D intensity, opportunity of enterprise’s future growth and the ultimate controller′s shareholding. The research samples include 137 listed companies of electronics industry in Taiwan from 2009 to 2013, with 208 changes in the firms. The results show that the top management succession source has a positive correlation with work characteristics and opportunity of enterprise’s future growth, which means that the higher the opportunity that the top manager takes over the position of general manager, or that the enterprise sees future growth, the more the probability of external succession. In addition, top management succession source holds a negative correlation with the ROE of previous year, corporate control structure as well as R&D intensity.
