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1.
ABSTRACT

Demographic diversity is a relevant aspect to consider when forming innovation teams, particularly where the labour market needs to be transformed in terms of age, gender and race (as in South Africa). Existing research reports mixed findings about the effects of demographic diversity on innovation performance of teams. This study contributes to the existing equivocal research by systematically reviewing the literature about the effects of demographic diversity and its dimensions on innovation performance of teams. Results show that high diversity of demographic dimensions, namely age, gender and culture increases team innovation performance when considered individually while the overall team demographic diversity has mixed effects. This review also confirms the existence and effects of various moderators that can be leveraged to develop team-formation policies such that the direct effects of demographic diversity and its dimensions on team performance can be influenced to foster the desired innovation performance.  相似文献   

2.
张钢  乐晨  吕洁 《技术经济》2012,31(5):12-17,38
以创业大赛团队为样本,探讨了如何通过管理团队中成员的时间个性异质性以最大化团队绩效。对36个团队进行的实证分析结果显示:团队成员的时间个性异质性与团队整体绩效显著正相关;作为团队过程变量的任务冲突与团队绩效正相关,且起到中介作用。  相似文献   

3.
夏晗   《科技进步与对策》2018,35(13):145-152
创业团队知识多样性和社会关系网络会对科技型新创企业技术创新产生较大影响,进而影响其成长。基于已有的创业团队异质性研究主要是借鉴高管团队异质性的研究结论,结合资源基础理论和社会交换理论,研究了知识异质性和社会关系网络异质性对新创科技型企业的作用机理,并探讨了创新氛围和社会关系网络质量在新创科技型企业资源整合及利用过程中的调节作用。对河南省304家科技型新创企业的实证研究发现,创业团队知识异质性与创业绩效间存在倒U型关系,并受到创新氛围的负向调节和社会关系网络质量的正向调节;创业团队社会关系网络异质性正向影响创业绩效,并受到创新氛围和社会关系网络质量的正向调节。  相似文献   

4.
个体创造力是团队成功乃至组织获得竞争优势的源泉,从多个层次综合考察个体创造力的影响因素具有重要意义。基于目标取向理论与个体—情境互动理论,将团队自省纳入个体目标取向对个体创造力影响的研究中。通过对72个研发团队(含364个团队成员)样本的调查分析,得出实证研究结果:个体学习目标取向和绩效证明目标取向都对个体创造力具有显著的正向影响,且团队自省可以显著调节(增强)其对个体创造力的影响作用;个体绩效回避取向对个体创造力具有显著的负向影响,且团队自省可以显著调节(减弱)个体绩效回避取向对个体创造力的影响作用。  相似文献   

5.
李金生  时代 《技术经济》2021,40(12):37-50
悖论式领导是一种新型领导风格,能够有效应对团队创新过程中的矛盾.本文基于社会认知理论、经验学习理论,构建了一个被调节的中介模型.基于311份问卷数据,运用层次回归、bootstrap等数据分析方法,实证检验了悖论式领导对团队创新绩效的影响机制,并进一步探究了技术动荡性的调节作用.研究发现:悖论式领导能够显著提高团队创新绩效;悖论式领导对团队创新绩效产生影响主要通过失败学习实现;技术动荡性削弱了失败学习对团队创新绩效的影响.本文不仅证实了悖论式领导在中国情境下的有效性,揭开了悖论式领导对团队创新绩效的重要作用机制,而且为组织正确认知和应对失败,从而提高团队创新绩效提供了新的解决方式.  相似文献   

6.
Many studies have investigated the relationship between women on corporate boards (WOCB) and firm performance in accordance with the ‘business case’ for board gender diversity. However, these have been conducted on large firms. This study re-examines this relationship for a sample of French listed SMEs over the period 2010–2014 using a dynamic panel GMM estimator to mitigate endogeneity issues. We find that the percentage of WOCB is positively and significantly related to firm performance. However, the other proxies for board gender diversity are not statistically different from zero. We argue that the relationship is not straightforward. This finding is interesting as it sheds light on the ‘business case’.  相似文献   

7.
陈睿  井润田 《技术经济》2012,(12):13-21
通过构建被调节的中介效应模型,探讨了团队异质性对团队成员创新绩效的影响机制,考察了团队层面的创新氛围的跨层次中介效应以及领导观点采择能力对此中介效应的调节作用。结果显示:在领导观点采择能力较高的R&D团队中,专业差异、团队任期差异通过创新氛围的中介作用对成员创新绩效产生较强的正向影响,年龄差异的负向影响较强,团队异质性的影响非常有限;团队异质性对成员主观绩效的影响大于对客观绩效的影响。  相似文献   

8.
知识经济和"互联网+"快速发展,知识共享成为组织获取前进动力的主要方式以及组织竞争优势的重要来源。结合目标取向理论与特征激活理论,将团队心理安全纳入到个体目标取向对个体知识共享影响的研究中。对120个研发团队(含485个团队成员)样本的调查分析结果表明,个体学习目标取向与证明取向都显著正向影响个体知识共享,且团队心理安全在两者关系间具有显著的正向调节作用;个体回避取向显著负向影响个体知识共享,团队心理安全在两者关系间具有显著负向调节作用。  相似文献   

9.
ABSTRACT

This study investigates if gender diversity on boards is an effective driver of financial performance. For this purpose, this study choses two countries, one of which has the soft law approach (Singapore) while the other has mandatory requirements (India) on corporate boards gender diversity. By doing so, it examines if there is a comparability between the listed firms of the two countries. Our results suggest that the gender diversity has a positive and significant effect on the financial performance of the firms of both the countries. Although, the gender diversity of the two countries does not seem to affect the growth opportunities of both the countries. Further, our results indicate that the board characteristics affect the performance positively and significantly when the sample is divided into five quantiles for the firms in these two countries. These findings have implications to the managerial decision making and relevance to stewardship theory and resource dependency theory.  相似文献   

10.
The impact of board gender diversity on the financial performance of firms is not known. This is because empirical investigations have yielded inconclusive outcomes. This study engages data from 408 microfinance institutions (MFIs) covering the period 2010–2018 from the six microfinance regions to investigate this impact using the Least Squares Dummy Variable (LSDV) and the System Generalized Method of Moments (SYS-GMM) estimation techniques. The study also explores whether judicial efficiency exerts any significant effect on the board gender diversity–financial performance nexus. The study observes that board gender diversity exhibits a strong negative effect on the financial performance of MFIs. The study also observes that the effect of board gender diversity on the financial performance of MFIs escalates in the presence of judicial inefficiency. The study, therefore, unveils the judicial system as a channel through which gender diversity drives the financial performance of MFIs negatively.  相似文献   

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