国外高管团队人口特征与企业绩效关系研究新进展
5991 
0
外国经济与管理 2005 年 第 27 卷第 06 期, 页码：17 - 23
摘要
参考文献
摘要
长期以来,高管人员作为企业最重要的资源备受研究者们的关注,Hambrick与Mason(1984)提出的高管团队梯队理论为有关高管团队对企业绩效作用机制方面的实证研究提供了理论依据。早期的研究认为,高管团队人口特征与企业绩效存在直接的相关性,而近年来的研究则发现高管团队人口特征对企业绩效的影响可能并非是简单的直接相关,更有可能受到一些中间变量的调节,从而激发研究者们从团队运作过程着手,研究高管团队人口特征影响企业战略与绩效的“黑箱”(blackbox)问题。本文对基于人口特征的高管团队研究现状进行了回顾,并提出了进一步研究的发展方向。
[1]HambrickDC,MasonPA.Upperechelons:organizationasareflectionofitsmanagers[J].AcademyManagementRe view,1984,9(2):193-206.
[2]PfefferJ.Organizationaldemography[J].ResearchinOrganizationalBehavior,1983,5(2):299-357.
[3]WiersemaMF,BirdA.OrganizationaldemographyinJapanesefirms:groupheterogeneityindividualdissimilarity,and topmanagementteamturnover[J].AcademyofManagementJournal,1993,36(5):996-1025.
[4]CarpenterMA,GeletkanyczMA,SandersWG.Upperechelonsresearchrevisited:antecedents,elements,andconse quencesoftopmanagementteamcomposition[J].JournalofManagement,2004,30(6):749-778.
[5]JensenM,ZajacE.Corporateelitesandcorporatestrategy:howdemographicpreferencesandstructuraldifferences shapethescopeofthefirm[J].StrategicManagementJournal,2004,25(6):507-524.
[6]SambharyaRB.ForeignexperienceoftopmanagementteamsandinternationaldiversificationstrategiesofUSmultina tionalcompanies[J].StrategicManagementJournal,1996,17(9):739-746.
[7]TihanyiL,EllstrandAE,DailyCM,DaltonDR.Compositionofthetopmanagementteamandfirminternationaldi versification[J].JournalofManagement,2000,26(6):1157-1177.
[8]FerrierWJ.Navigatingthecompetitivelandscape:thedriversandconsequencesofcompetitiveaggressiveness[J].A cademyofManagementJournal,2001,44(4):858-877.
[9]KorYT.Experience basedtopmanagementteamcompetenceandsustainedgrowth[J].OrganizationScience,2003,14(6):707-719.
[10]MarthaLM,JosephJD.Globalleadersareteamplayers:developinggloballeadersthroughmembershiponglobal teams[J].HumanResourceManagement,2000,39(2-3):195-208.
[11]BooneC,VanOW,VanWA.Thegenesisoftopmanagementteamdiversity:selectiveturnoveramongtopmanage mentteamsindutchnewspaperpublishing,1970-1994[J].AcademyofManagementJournal,2004,47(5):633-656.
[12]HoffmanR,HegartyW.Topmanagementinfluenceoninnovations:effectofexecutivecharacteristicsandsocialculture[J].JournalofManagement,1993,19(3):549-574.
[13]GeletkanyczMA.Thesalienceofculture’sconsequences:theeffectsofculturalvaluesontopexecutivecommitmentto thestatusquo[J].StrategicManagementJournal,1997,18(8):615-634.
[14]KeckSL.Topmanagementteamstructure:differentialeffectsbyenvironmentcontext[J].OrganizationScience,1997,8(2):143-156.
[15]CarpenterMA,FredricksonJW.Topmanagementteams,globalstrategicposture,andthemoderatingroleofuncer tainty[J].AcademyofManagementJournal,2001,44(3):533-546.
[16]GreeningD,JohnsonR.Managingindustrialandorganizationcrises[J].BusinessandSociety,1997,36(4):334-361.
[17]SimonsT,PelledLH,SmithKA.Makinguseofdifference:diversity,debate,anddecisioncomprehensivenessintop managementteams[J].AcademyofManagementJournal,1999,42(6):662-673.
[2]PfefferJ.Organizationaldemography[J].ResearchinOrganizationalBehavior,1983,5(2):299-357.
[3]WiersemaMF,BirdA.OrganizationaldemographyinJapanesefirms:groupheterogeneityindividualdissimilarity,and topmanagementteamturnover[J].AcademyofManagementJournal,1993,36(5):996-1025.
[4]CarpenterMA,GeletkanyczMA,SandersWG.Upperechelonsresearchrevisited:antecedents,elements,andconse quencesoftopmanagementteamcomposition[J].JournalofManagement,2004,30(6):749-778.
[5]JensenM,ZajacE.Corporateelitesandcorporatestrategy:howdemographicpreferencesandstructuraldifferences shapethescopeofthefirm[J].StrategicManagementJournal,2004,25(6):507-524.
[6]SambharyaRB.ForeignexperienceoftopmanagementteamsandinternationaldiversificationstrategiesofUSmultina tionalcompanies[J].StrategicManagementJournal,1996,17(9):739-746.
[7]TihanyiL,EllstrandAE,DailyCM,DaltonDR.Compositionofthetopmanagementteamandfirminternationaldi versification[J].JournalofManagement,2000,26(6):1157-1177.
[8]FerrierWJ.Navigatingthecompetitivelandscape:thedriversandconsequencesofcompetitiveaggressiveness[J].A cademyofManagementJournal,2001,44(4):858-877.
[9]KorYT.Experience basedtopmanagementteamcompetenceandsustainedgrowth[J].OrganizationScience,2003,14(6):707-719.
[10]MarthaLM,JosephJD.Globalleadersareteamplayers:developinggloballeadersthroughmembershiponglobal teams[J].HumanResourceManagement,2000,39(2-3):195-208.
[11]BooneC,VanOW,VanWA.Thegenesisoftopmanagementteamdiversity:selectiveturnoveramongtopmanage mentteamsindutchnewspaperpublishing,1970-1994[J].AcademyofManagementJournal,2004,47(5):633-656.
[12]HoffmanR,HegartyW.Topmanagementinfluenceoninnovations:effectofexecutivecharacteristicsandsocialculture[J].JournalofManagement,1993,19(3):549-574.
[13]GeletkanyczMA.Thesalienceofculture’sconsequences:theeffectsofculturalvaluesontopexecutivecommitmentto thestatusquo[J].StrategicManagementJournal,1997,18(8):615-634.
[14]KeckSL.Topmanagementteamstructure:differentialeffectsbyenvironmentcontext[J].OrganizationScience,1997,8(2):143-156.
[15]CarpenterMA,FredricksonJW.Topmanagementteams,globalstrategicposture,andthemoderatingroleofuncer tainty[J].AcademyofManagementJournal,2001,44(3):533-546.
[16]GreeningD,JohnsonR.Managingindustrialandorganizationcrises[J].BusinessandSociety,1997,36(4):334-361.
[17]SimonsT,PelledLH,SmithKA.Makinguseofdifference:diversity,debate,anddecisioncomprehensivenessintop managementteams[J].AcademyofManagementJournal,1999,42(6):662-673.
引用本文
张必武, 石金涛. 国外高管团队人口特征与企业绩效关系研究新进展[J]. 外国经济与管理, 2005, 27(6): 17–23.
导出参考文献，格式为：
上一篇：西方公平偏好理论研究综述
