随着家庭职能的重构及刻板印象的逐步消散，将女儿作为潜在的传承对象成为越来越多家族企业的选择。和蓬勃的发展实践对应的是，理论研究中的家族企业女性却成为“隐形人”。仅有研究将其粗糙的作为男或女的二分性别分类，缺乏切实寻求其在影响家族治理、商业运营和企业传承过程的差异化表现与结果分析。本项目拟通过以下研究突破上述障碍：(1)研究家族企业女性继任者的管理认知与行为特色，及其领导力对家族跨代创业成长导向及价值的影响；(2)揭开家族跨代创业成长中女性继任者的领导在家族治理、企业治理及员工管理三层次产生作用的动态过程；(3)检验不同家族情境对女性领导力影响机制的调节作用。项目特色在于因循“家族性”嵌入的特点，不仅完善从继任者领导力到家族企业组织能力的向上因果链条，而且向下探讨女性继任者领导力与企业员工的互动行为与过程，进而揭示了家族企业中的女性成员在“父权制”和“平等主义”之间寻求平衡与突破的理论贡献。

With the reconstruction of the family function and the gradual dissipation of the stereotype, more and more family firms become to regard the daughter as a potential inheriting object. Corresponding to the vigorous development practice, women of family firms in the theoretical research have become “invisible”. The current few available studies coarsely divide gender into dichotomies，which lacks a tangible search for its differential performance and results analysis influencing family governance, business operations, and heritage process. This project intends to overcome the above obstacles through the following research: (1) Studying the management cognition and behavioral features of female successors in family businesses, and the influence of their leadership on the trans-generational entrepreneurship orientation and growth of family firms; (2) Revealing the dynamic influence process of the female successors’ leadership through family governance, corporate governance, and employee management; (3) Examining the moderating effects of family contexts on he influence mechanism of female leadership. The project's characteristics are based on the "family-embedded" feature, which not only improves the upward causal chain from successor leadership to the organizational capacity of family businesses, but also down to explores the interaction between female successor leadership and employees. The above studies reveal the theoretical contributions of female successor to seek balance and breakthroughs between “patriarchal” and “egalitarian” gender norm system.