Teacher turnover is a global issue that has not received much research attention in Macau despite studies indicating that teachers in the region experience high levels of stress and burnout. Given that private school teachers account for a significant proportion (88.6%) of the non-tertiary education system in Macau, this qualitative study focused on this specific group who voluntarily resigned from their positions. Through in-depth interviews with 13 former teachers from different kindergartens and primary and secondary schools, the research identified 15 factors under three categories causing voluntary turnover of teachers in Macau. Although school-related factors account for the most, personal reasons were the primary driver. The study’s findings highlight the complex nature of teacher turnover which can be attributed to single and multiple factors, in both direct and indirect forms. The factors could also interplay in both unidirectional and mutual relationships. A conceptual framework for teacher turnover in Macau was developed to address the 15 contributing factors and the complex interplay of these factors. This study could fill the gap in the literature and serve as a valuable resource for policymakers and school leaders seeking to reduce teacher attrition rates in the region.

Family businesses are an ancient form of business organization. As a unique organizational form in which the dual systems of family and business coexist, family businesses exist worldwide and occupy a pivotal market position in creating employment opportunities and promoting economic growth. Family business succession has been paid attention to by academic circles since the 1950s and has become one of the most persistent focuses of Western family business research. Succession is a significant turning point for the family business. Whether the succession is successful or not will affect the operation of an enterprise. This paper explores which characteristics of successors affect the succession of family businesses. Through thematic content analysis of in-depth interviews with family business owners, this paper concludes that inclusiveness, sociability with good communication skills, and a sense of family mission will impact succession. Based on this, we can enable family businesses that are in the process of succession or are about to do so to focus on and develop the above personal attributes in their successors.