高管团队人力资本与权力配置差异化程度的关系研究  

作　　者：葛玉辉[1] 

机构地区：[1]上海理工大学管理学院

出　　处：《企业经济》2011年第10期9-14,共6页Enterprise Economy

基　　金：国家社科基金项目"团队过程视角下的高层梯队特征对企业行为和绩效的影响研究"(批准号:11BGL014);上海市教委科研创新重点项目"基于人力资本的高管团队认知特征对战略一致性的作用机制研究"(批准号:10ZS96);上海市(第三期)重点学科"管理科学与工程"项目(批准号:S30504);上海理工大学人文社科基金项目"董事会结构;团队过程与决策绩效的关系研究"(批准号:11XSZ05)

摘　　要：本文在权力配置上采用权力配置差异化程度作为潜变量指标,提出假设,构建模型;通过对110个高管团队的实证调查,利用PLS结构方程模型,分析高管团队特征与权力配置差异化程度的关系、高管团队能力结构与权力配置差异化程度的关系、高管团队价值取向与权力配置差异化程度的关系。最终揭示出团队权力配置合理化,需要提高整个团队的人力资本含量,可以通过选拔更有经验的员工,有好的教育背景的员工,有较好的管理技能的员工作为高层管理团队的成员,以提高TMT能力结构。与此同时,通过培养TMT成员的责任感、诚信精神和协同合作精神来提高TMT能力结构,也是必不可少的。In this paper, the degree of differentiation in power distribution was applied as the scale of the power distribution among TMT. The paper proposes hypothesis,and set up a model. By empirical investigation of 110 top management teams and application of PI_,S structure model, the paper analyzes the relationship between the characteristics of top management teams and the degree of power distribution differentiation, the relationship between the structure of top management team capability and the degree of power distribution differentiation, and the relationship between the orientation of top management team value. The rational- ization of team power distribution requires the increase of human capital of entire management team. By the choosing more experienced employees, better education background employees, and better management skill employees as the members of management teams, the structure of TMT capability is increased. Meanwhile, it is imperative to enhance the structure of TMT capability though cultivating the responsible sense of TMT members, integrity spirit, and cooperation spirit.

关 键 词：高管团队 人力资本 权力配置 PLS结构方程模型 

分 类 号：C971[经济管理—劳动经济]