高管冲突与团队决策绩效——基于控制模式的调节分析  

Top Management Team Conflict and Team Decision Performance:The Moderating Role of Control Mode

作　　者：杜运周[1,2] 陈忠卫[2] 

机构地区：[1]南开大学商学院,天津300071 [2]安徽财经大学管理学院,安徽蚌埠233030

出　　处：《管理科学》2009年第4期31-40,共10页Journal of Management Science

基　　金：国家自然科学基金(70732004;70672107);教育部人文社会科学青年项目(07JC630028)~~

摘　　要：整合冲突理论与公司治理控制理论,揭示控制模式(所有制)在高管冲突与团队决策绩效关系中的调节作用,利用中国10个省345份国有企业和民营企业样本,运用层级回归分析对假设进行验证。研究结果表明,高管认知冲突有助于提高团队决策绩效,高管情感冲突负向影响团队决策绩效;同时所有制对于两类冲突的调节作用不同,相对于国有企业,民营企业中高管团队情感冲突与团队决策绩效的负相关关系显著减弱,高管团队认知冲突与团队决策绩效的正相关关系并无显著差别。研究发现,要有效提高高管团队决策绩效,既应通过所有制的改变降低情感冲突对决策的负面作用,也应该寻求体制调整之外的具体管理方式适度激发认知冲突。Integrating conflict theory and control mode perspective, the paper examines the moderating effect of control mode （ownership structure） on the relationship between top management team （TMT） conflict and TMT decision performance using a hierarchical regression analysis of 345 samples from 10 Chinese provinces＇ survey. The results demonstrate that TMT cognitive conflict positively influence TMT decision performance, and TMT affeetive conflict negatively influence TMT decision performance. Affective conflict of top management team in private enterprises less negatively correlated with TMT decision performance than state-owned enterprises. The correlation between TMT cognitive conflict and TMT decision performance is not significantly different between state-owned enterprises and private enterprises. In sum, this findings probably means that one should change ownership structure to diminish negative effect of TMT affective conflict and effectively improve TMT decision performance, but also exploit some specific management style to stimulate cognitive conflict appropriately.

关 键 词：高层管理团队 情感冲突 认知冲突 团队决策绩效 控制模式 

分 类 号：F270[经济管理—企业管理]