高管团队断裂带、CEO权力距离与创新绩效  

TMT Faultlines,CEO-TMT Power Disparity,and Innovation Performance

作　　者：徐炜[1] 雷冠华 XU Wei;LEI Guanhua(Capital University of Economics and Business,Beijing 100070)

机构地区：[1]首都经济贸易大学工商管理学院,北京100070

出　　处：《首都经济贸易大学学报》2021年第4期99-112,共14页Journal of Capital University of Economics and Business

摘　　要：高管团队断裂带特征和结构对组织成果的影响得到了国内外广泛的研究。然而对于创新绩效的影响,并非所有的高管团队断裂带都是有害的分界线,关于什么样的高管团队更有效尚无一致的结论。基于中国2011—2019年上市公司面板数据,分析高管团队社会相关断裂带和任务相关断裂带与企业创新绩效的关系,以及CEO权力距离的调节作用。研究结果表明,高管团队社会相关断裂带与企业创新绩效呈负相关关系,任务相关断裂带则与企业创新绩效呈正相关关系,而CEO权力距离则有显著的负向调节效应。高管团队断裂带与创新绩效的关系模型进一步丰富了高层阶梯理论,同时也对高管团队建设工作具有一定指导意义。The influence of top management team(TMT)faultlines has been widely studied.Not all the TMT faultlines are harmful boundaries,however,there is no consistent conclusion on what kind of TMT faultlines is more effective.Based on the panel data of China s listed companies(2011-2019),the authors analyze the relationship between TMT's bio-demographic faultlines and task-related faultlines and enterprise s innovation performance.Then this paper further studies whether CEO power distance plays a moderating role.The results show that bio-demographic faultlines negatively influences the innovation performance of enterprises whereas TMT task-related faultlines positively affects innovation performance.Additionally,CEO s power distance has a significant negative moderating effect.The relationship model not only enriches the upper echelons theory,but also has practical implications for management.

关 键 词：高管团队 社会相关断裂带 任务相关断裂带 CEO权力距离 创新绩效 

分 类 号：F273.1[经济管理—企业管理]