高管团队异质性对公司绩效的影响探析——以认知冲突为中介变量

高管团队成员作为公司最重要的资源一直备受研究者们的关注。团队异质性的高低会对团队决策效率和效果产生影响。近年来的研究发现高管团队异质性对公司绩效的影响有可能受到一些中间变量的调节。因此,需要关注高管团队特征影响绩效的内在机制问题,以认知性冲突为中介变量来探讨高管团队异质性对公司绩效的影响关系。     

高管团队异质性对纺织服装企业创新绩效的影响研究

文章选择2016—2019年间我国48家纺织服装企业上市公司作为研究样本,选取高管年龄、高管学术背景、高管海外背景三个方面衡量企业高管团队异质性,以三阶段DEA评价纺织服装企业创新绩效,研究高管团队异质性对企业创新绩效的影响。研究结果表明,高管团队学术年龄异质性和高管团队学术背景异质性对企业创新绩效都具有显著正向影响,高管团队海外背景异质性对企业创新绩效的正向影响不显著。     

高管团队内情感冲突、企业家精神与公司成长性绩效关系的实证研究

根据对企业高层管理者访谈和163份有效问卷,重点分析高管团队内情感冲突、高管团队企业家精神和公司成长性绩效间的关系。实证研究发现:高管团队内情感冲突和公司成长性绩效显著负相关,高管团队内情感冲突与高管团队企业家精神显著负相关,高管团队企业家精神与公司成长性绩效显著正相关。并且,高管团队企业家精神在高管团队情感冲突对公司成长性绩效的影响过程中起着中介作用。     

团队自反视角下高管团队特征异质性对决策质量的影响

本文以团队自反为视角探讨高管团队特征异质性对于决策质量的影响,通过对401份有效样本数据进行层级回归分析深入探究高管团队特征异质性对决策质量的正向影响及团队自反对该正向影响的调节作用。研究结果表明,高管团队年龄、任期、教育背景三个方面特征异质性对决策质量均有显著的正向影响,并且团队自反能调节高管团队年龄、任期、教育背景特征异质性对决策质量的正向影响。     

团队任务冲突与关系冲突转化机制——团队氛围的调节作用

团队中不同类型冲突之间作用机制的关系,日益成为组织管理领域的重要问题.本文引入团队氛围作为调节变量,对团队任务冲突对关系冲突影响的边界条件进行了探索.实证研究结果表明,团队氛围能对任务冲突与关系冲突的正相关关系产生负向调节作用,从而减弱任务冲突对关系冲突的负向影响.通过促进和谐的团队氛围,能够使团队在任务冲突存在的前提下形成有效的团队合作.团队经理应尽量避免任务冲突向关系冲突转化,促使团队中的任务冲突发挥促进信息交流和团队学习的作用,从而促进团队绩效的提升.     

高管团队断裂带对企业绩效的影响——基于Meta分析的检验

采用Meta分析方法，实证检验高管团队断裂带对企业绩效的影响，并采用Meta回归分析方法考察市场环境、国家文化等调节变量对上述关系的调节作用。研究发现：高管团队任务相关断裂带对提升企业绩效具有显著的促进作用，高管团队社会分类断裂带对提升企业绩效具有显著的抑制作用。在稳定的市场环境和大型企业情境下，高管团队任务相关断裂带对提升企业绩效的促进作用更强；在动荡的市场环境、集体主义国家文化情境下，高管团队社会分类断裂带对提升企业绩效的抑制作用更强；相较于财务绩效，高管团队任务相关断裂带对企业非财务绩效的促进作用更强，高管团队社会分类断裂带对企业非财务绩效的抑制作用更强。     

论跨文化视角下团队授权对团队绩效的影响

基于现有关于授权和团队管理的文献，文章旨在通过知识共享和群体内冲突的机制探讨权力距离和集体主义对授权与团队绩效关系的影响。文章提出了一个概念模型，描述跨文化的团队授权和团队绩效间的关系。文章认为，团队授权会增加团队中知识共享和群体内冲突。知识共享有助于团队绩效，而群体内冲突会损害团队绩效。由于权力距离和集体主义各自的调节作用，团队授权在不同文化中对团队绩效产生不同影响。文章阐述权力距离和集体主义对授权、知识共享、群体内冲突和团队绩效间关系的调节作用，且认为团队授权的有效性取决于团队的文化背景。     

高管团队异质性对组织绩效的影响分析

随着我国改革开放的不断深化,企业在发展过程中所面临的市场环境越来越复杂,这无形中增加了企业的竞争压力。作为企业管理的核心要素,高管团队所做出的战略决策会对企业的发展产生决定性影响,高管团队各成员的素质、团队的整体素质会直接决定企业的战略决策水平及组织绩效。高管团队异质性是高管团队研究领域的重要组成部分,分析高管团队异质性与企业组织绩效之间的关系,可以为企业高管团队组织形态的发展及完善提供理论支持。文章主要针对高管团队异质性对组织绩效的影响进行探讨。     

知识异质性、协同创新与团队绩效

目前,国内外对科研创新团队的关注点主要集中在团队建设与团队配合方面,在知识异质性对科研团队研究创新绩效方面的影响研究甚少。研究表明,知识异质性与科研团队的协同创新绩效有很大关系。但对于这种关系,目前的研究尚无整体、一致性的结论。将知识异质性和科研创新团队绩效间集中在"团队冲突"上,也显得过于简单与笼统。因此,在知识异质性与团队绩效间引入一组比较完善的中介变量,从团队互动的心理学理论框架角度来对团队成员互动环节各类中介因素进行分析,健全多学科交叉的科研创新团队组织机制,将是提高其运行效率、实现更佳创新绩效的重要环节。     

重庆大学大学生团队的异质性对团队绩效的影响——以领导者风格为调节变量

文章探讨的是大学生团队性别、年级、专业异质性对团队绩效的影响,并以领导者风格为调节变量进行研究。本次研究选取重庆大学科研团队中的87支数模队伍作为调研对象,共发放261份问卷。根据文献综述,文章提出了三种假设,即交易型与变革型领导风格对团队性别、年级、专业异质性与团队绩效的关系起显著调节作用。然而由于调研团队的特殊性及时间的短促性,年级异质性可得样本太少,因此我们对这方面没有实证研究。研究发现,大学生小型科研团队中交易型与变革型领导风格对团队专业异质性与团队绩效的关系起显著调节作用。     

冲突、社会资本与科研团队人才聚集效应

冲突与人才聚集效应的关系已引起学术界的探讨,但是,冲突与人才聚集效应的实证研究并未引起重视。本文以科研团队为分析对象,采用回归分析与调节效应检验等统计分析方法,研究冲突对人才聚集效应的影响,并分析社会资本对冲突与人才聚集效应之间关系的调节作用。研究表明,任务冲突对人才聚集效应具有显著正向影响,关系冲突对人才聚集效应具有显著负向影响。当进一步考虑社会资本的维度特征时,冲突对人才聚集效应的影响也将随着不同的维度特征呈现出内在的差异性。其中,结构资本水平越高,关系冲突与人才聚集效应之间的消极关系越强,而任务冲突与人才聚集效应之间的积极关系越强的结论未通过统计检验。此外,高水平的认知资本削弱了任务冲突与人才聚集效应之间的积极关系,弱化了关系冲突与人才聚集效应之间的消极关系。     

The Influence of Task Load and Automation Trust on Deception Detection

The purpose of this research was to investigate the effects that user task load level has on the relationship between an individual's trust in and subsequent use of a system's automation. Military decision-makers trust and use information system automation to make many tactical judgments and decisions. In situations of information uncertainty (information warfare environments), decision-makers must remain aware of information reliability issues and temperate their use of system automation if necessary. An individual's task load may have an effect on his use of a system's automation in environments of information uncertainty.It was hypothesized that user task load will have a moderating effect on the positive relationship between system automation trust and use of system automation. Specifically, in situations of information uncertainty (low trust), high task load will have a negative effect on the relationship. To test this hypothesis, an experiment in a simulated command and control micro-world was conducted in which system automation trust and individual task load were manipulated. The findings from the experiment support the positive relationship between automation trust and automation use found in previous research and suggest that task load does have a negative effect on the positive relationship between automation trust and automation use. Experiment participant who incurred a higher task load exhibited an over-reliance on their automated information systems to assist them in their decision-making activities. Such an over-reliance can lead to vulnerabilities of deception and suggests the need for automated deception detection capabilities.     

Trust types,distrust, and performance outcomes in small business relationships: the pharmacy–drug warehouse case

This study attempts to investigate the linkage among trust types, distrust, and relationship performance outcomes in the context of long-term supply agreement-type alliances between small business dyads. The results suggest a significant positive relationship among goodwill trust and risk-taking tendency, cooperation, satisfaction, and conflict resolution and a negative relationship between goodwill trust and transaction costs. Competence trust is found to have a positive relationship with cooperation, conflict resolution, and satisfaction and a negative relationship with transaction costs. However, no significant relationship is found between competence trust and risk-taking tendency. Distrust, on the other hand, is found to have a negative relationship with cooperation, satisfaction, and conflict resolution and a significant positive relationship with transaction costs with no effect on risk-taking tendency.     

团队多样化对团队创新作用的双刃剑效应-来自元分析的证据

团队多样化是否以及如何影响团队创新是创新管理研究和实践的重点话题。文章收集了多篇中英文献,采用元分析技术探讨不同类型的团队多样化（关系型和任务型）对团队创新的作用,并同时检验了多样化研究中基于信息资源理论所提出的知识分享和基于社会冲突理论所提出的人际冲突这两种中介机制的作用。结果显示：（1）关系型多样化通过人际冲突负向作用于团队创新;（2）任务型多样化同时存在两种不同的作用机制,即任务型多样化一方面促进团队的知识分享,另一方面又增加团队的人际冲突;（3）任务型多样化的两种机制作用具有不对称性,任务型多样化对团队知识分享的作用更强,因而有利于团队创新。     

CEO Pay,Shareholder Returns,and Accounting Profits

We assess the impact on CEO pay (including salary, cash bonus, and benefits in kind) of changes in both accounting and shareholder returns in 99 British companies in the years 1972-89. After correcting for heterogeneity biases inherent in the standard specifications of the problem, we find a strong positive relationship between CEO pay and within-company changes in shareholder returns, and no statistically significant relationship between CEO pay and within-company changes in accounting returns. Differences between firms in long-term average profitability do appear to have a substantial effect on CEO pay, while differences between firms in shareholder returns add nothing to the within-firm pay dynamics.These findings call into question the rationale for explicitly share-based incentive schemes.     

CEO Incentives and Corporate Social Performance

This paper examines the relationship between CEO incentives and strong and weak corporate social performance. Using the KLD database we find that incentives have no significant relationship with strong social performance. Salary and long-term incentives have a positive association with weak social performance.     

The Effects of Conflict Types, Dimensions, and Emergent States on Group Outcomes

In this study, we examine three types of conflict (task, relationship, and process) and four dimensions of conflict (emotions, norms, resolution efficacy, and importance) in decision making groups. We also investigate emergent states (e.g., trust, respect, cohesiveness; Marks et al. 2001; Acad Manag Rev 26: 530–547) as mediating the effects of the conflict types and dimensions on group outcomes (productivity and viability). All three types of conflict decreased positive emergent states in groups and this led to a decrease in group viability (the ability of a team to retain its members through their satisfaction and willingness to continue working together; Balkundi and Harrison 2006; Acad Manag J 49: 49–68). This effect was alleviated by resolution efficacy (the belief that the conflict can be easily resolved) regarding process conflict, but could be exacerbated by any negative emotion associated with relationship conflict. Norms that encouraged task conflict also increased positive emergent states within groups, which marginally and positively influenced group performance.     

Power and responsibility: How different sources of CEO power affect firms' corporate social responsibility practices

Does greater CEO power come with more responsibility? Previous scholarly work in this field entails divergent results on this question. Based on the upper echelons theory and CEO power literature, this study aimed to explore the mechanisms underlying how different sources of CEO power, including structural, ownership, expert, and prestige power, affect firms’ corporate social responsibility (CSR) practices and whether such relationships are moderated by firm visibility. Using a panel dataset comprising 6604 yearly observations of Chinese publicly traded firms from 2009 to 2019, we found that structural power is negatively related to CSR practices and that expert power is positively related to CSR practices, whereas ownership power and prestige power have no direct relationship with CSR practices. Our results show that firm visibility weakens the negative relationship between structural power and CSR practices and strengthens the relationship between expert power and CSR practices, respectively. Overall, this study reconciles the mixed results of previous studies on the impact of CEO power on CSR and integrates the effect of firm visibility as a contextual factor. This article concludes with practical recommendations on how to manage CSR engagement.