高管团队凝聚力、冲突与组织绩效——基于创业过程的研究  

Top Management Team Cohesion,Conflict and Organizational Performance:A Study Based on Entrepreneurial Process

作　　者：华斌[1,2] 陈忠卫[2] 

机构地区：[1]南京大学商学院,江苏南京210093 [2]安徽财经大学工商管理学院,安徽蚌埠233000

出　　处：《当代财经》2013年第12期69-78,共10页Contemporary Finance and Economics

基　　金：国家自然科学基金面上项目"创业团队企业家精神的传承机制及其管理策略研究"(70672107);国家社会科学基金项目"创业团队内部信任关系对新创企业成长的影响机制研究"(12BGL058)

摘　　要：转型经济背景下,国内企业越来越依赖于团队模式推动企业成长。基于346份来自高管团队成员的有效样本,实证研究表明:在创业过程的初创、成长和转型阶段中,凝聚力与认知冲突显著正相关;成长阶段凝聚力与情感冲突负相关,而在初创阶段和转型阶段,凝聚力与情感冲突不相关。在创业的三个阶段里,认知冲突和组织绩效显著正相关,情感冲突与组织绩效显著负相关。在创业过程中,认知冲突和情感冲突在高管团队凝聚力与组织绩效中承担中介作用。In the context of economic transition, domestic enterprises depend more and more on the team model to promote business growth. Based on the 346 valid samples from top management team （TMT） members, this empirical research reveals that during the start-up, growth and transition stages of the entrepreneurial process, cohesion has a significant positive correlation with cognitive con- flicts. During the growth stage, cohesion is negatively correlated with affective conflicts. While during the start-up and transition stages, cohesion is not correlated with affective conflict. During the three stages, cognitive conflict is positively correlated to the organizational performance and affective con- flict is negatively correlated to organizational performance. During the entrepreneurial process, cogni- tive conflict and affective conflict can play a mediate role between top management team cohesion and organizational performance.

关 键 词：高管团队 凝聚力 认知冲突 情感冲突 组织绩效 

分 类 号：F272.91[经济管理—企业管理]