改革开放以来，我国社会主义市场经济体制不断完善，民营经济在“坚持两个毫不动摇”和《关于支持民营企业加快改革发展与转型升级的实施意见》的鼓励、支持、引导下，迸发出前所未有的活力，对国内生产总值的贡献率超过60%。家族企业数量占民营企业的80%以上，是民营经济的中坚力量，也是推动经济高质量发展的重要主体。目前，我国经济发展已进入新时代，经济增长方式由粗放型向集约型转变，家族企业面临新的机遇和挑战，创始人离任现象也越来越普遍，给企业绩效和可持续发展带来了波动，甚至影响到企业的存续状态。本文旨在通过研究创始人离任动因及对企业绩效产生的影响，为即将经历创始人离任的家族企业实现绩效提升和可持续发展提供参考和借鉴。

本文在归纳总结创始人离任对企业绩效影响的国内外相关文献及理论的基础上，回顾了旗滨集团和金刚玻璃创始人离任过程，分析了创始人离任的外部动因和内部动因，运用事件研究法和财务指标分析法，分析了不同动因下的创始人离任对企业短期绩效和长期绩效的影响。研究结果表明，家族企业创始人离任是多种动因共同作用的结果，不同动因会导致创始人在离任过程中采取不同的离任策略，不同的离任策略会对企业绩效产生不同的影响。旗滨集团创始人选择在企业成熟稳定期，通过内部培养和外部引进相结合的方式遴选继任者，并采取渐进的离任方式，对企业短期和长期绩效的提升均起到了积极的促进作用。金刚玻璃创始人选择在企业内忧外患之时，通过临时选举的方式确定继任者，并采用激进的离任方式，对企业短期绩效造成了负面影响，对企业长期绩效起到了阶段性改善作用，但未能扭转其下跌态势。家族企业应根据实际情况，科学规划创始人离任方案，将继任者培养提升至企业战略高度，积极引进职业经理人，在政府的引导和监管下，实现可持续发展。

Since the reform and opening-up, China's socialist market economy system has been continuously improved. With the encouragement, support and guidance of "adhering to the two unwavering principles" and the "Implementation Opinions on Supporting Private Enterprises to Accelerate Reform and Development, as well as Transformation and Upgrading", the private economy has burst forth with unprecedented vitality, contributing over 60% to the GDP. Family businesses, which account for more than 80% of private enterprises, are the backbone of the private economy and an important subject in promoting quality economic development. At present, China's economic development has entered a new era, and the mode of economic growth has changed from crude to intensive. Family businesses are facing new opportunities and challenges, and the departure of founders is becoming more and more common, bringing fluctuations to corporate performance and sustainable development, and even affecting the survival status of the businesses. The purpose of this paper is to research the motivations for founder’s departure and its influence on corporate performance, in order to provide references for family businesses that are about to experience founder’s departure to achieve improved performance and sustainable development.

This paper summarises the relevant domestic and international literature and theories on the influence of founder’s departure on corporate performance, reviews the process of founder’s departure of Kibing Glass and Golden Glass, analyses the external and internal motivations of founder’s departure, and uses the event study method and financial indicator method to analyse the influence of founder’s departure on short-term and long-term corporate performance under different motivations. The findings suggest that family business founder's departure is the result of a combination of multiple motivations. Different motivations lead to different departure strategies of founders in the departure process. Different departure strategies can have different influences on corporate performance. The founder of the Kibing Glass chose to depart at a time of maturity and stability of the business, selected his successor through a combination of internal training and external recruitment, and took a progressive departure approach, what have had a positive influence on both short and long-term performance improvement. The founder of Golden Glass chose to depart at a time of instability both inside and outside the business, confirmed his successor through a provisional election, and took a radical departure approach, what have had a negative influence on short-term corporate performance, and provided a phased improvement in its long-term performance, but failed to reverse its downward trend. Family businesses should plan the departure of their founders in a scientific manner according to the actual situation, elevate succession training to a strategic corporate level and actively bring in professional managers to achieve sustainable corporate development under the guidance and supervision of the government.