English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 109952/140901 (78%)
Visitors : 46059433      Online Users : 1199
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/98538


    Title: 高層管理團隊多元化與家族企業績效之關係研究:以中國家族企業為例
    The Influence of Top Management Team Diversity on Family Firm Performance: Evidence from Chinese Family Firms
    Authors: 韓靖
    Contributors: 蘇威傑
    韓靖
    Keywords: 分離型多元化
    多樣型多元化
    不平等型多元化
    家族企業
    企業績效
    diversity as separation
    diversity as variety
    diversity as disparity
    family firm
    firm performance
    Date: 2016
    Issue Date: 2016-07-01 14:55:21 (UTC+8)
    Abstract: 儘管很多文獻探討了高層管理團隊多元化與企業績效之間的關係,但所得結果卻不一致。我們將高層管理團隊多元化分為分離型、多樣型以及不平等型三類,以中國194家家族企業為研究樣本,分別討論不同類型多元化對家族企業績效的影響。具體來說,年齡分離型多元化對企業績效沒有顯著影響,但基於社會網絡理論分析后卻發現績效與教育背景分類型呈現先低後高的U型關係;性別以及職能背景多樣型多元化對企業績效均沒有顯著影響;由於社會比較的存在以及錦標賽理論的負面效應,薪酬不平等型多元化對企業績效有負向影響,但股權不平等型多元化卻有利於績效的提升,因為股權集中於家族手中益於家族企業目標的實現,加強家族成員對企業的認同感,並減少代理成本,避免權力衝突。我們基於不同的理論,檢驗了在中國文化背景下不同種類的多元化與企業績效之間的關係。我們在考察了中國情境下的管理理論運用的同時,也發現多元化本身帶有「雙面刃」的性質,需要區別對待不同多元化指標對企業績效的作用。
    Despite a lot of literature examining the relationship between the top management team diversity and firm performance, the evidence is mixed. To reconcile the conflicting results, we divide the TMT diversity into separation, variety and disparity to discuss the relationship between them and the family firm performance in China. Results from a sample of 194 Chinese family firms indicate that there is no relationship between age separation, gender variety, functional variety and firm performance. Based on the social network theory, the relationship between educational separation and firm performance is U-shaped. In addition, considering social comparison theory and the negative impacts of tournament theory, we find that salary disparity is negatively related to company performance. However, family firm performance benefits from share disparity because the concentration on the equity allows the family to achieve the family’s goal and reduce agency cost, finally contributes to enhancing the family members’ identity and avoiding the power conflicts within the organization. Base on different theories, we examine the relationship between different aspects of diversity and family firm performance under Chinese culture background, and also find the “double-edged sword” of diversity.
    Reference: Adams, J. S. (1963a). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422.
    Adams, J. S. (1963b). Wage inequities, productivity and work quality. Industrial Relations: A Journal of Economy and Society, 3(1), 9-16.
    Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299.
    Adams, R. B., & Funk, P. (2012). Beyond the glass ceiling: Does gender matter? Management Science, 58(2), 219-235.
    Adler, P. S., & Kwon, S. W. (2002). Social capital: Prospects for a new concept. Academy of Management Review, 27(1), 17-40.
    Aghion, P., & Tirole, J. (1997). Formal and real authority in organizations. Journal of Political Economy, 105(1), 1-29.
    Akerlof, G. A., & Yellen, J. L. (1988). Fairness and unemployment. The American Economic Review, 78(2), 44-49.
    Ali, M., Kulik, C. T., & Metz, I. (2011). The gender diversity–performance relationship in services and manufacturing organizations. The International Journal of Human Resource Management, 22(07), 1464-1485.
    Andrevski, G., Richard, O. C., Shaw, J. D., & Ferrier, W. J. (2014). Racial diversity and firm performance the mediating role of competitive intensity. Journal of Management, 40(3), 820-844.
    Ashby, W. R. (1956). An introduction to cybernetics. An introduction to cybernetics.
    Avery, D. R., McKay, P. F., & Wilson, D. C. (2008). What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination. Journal of Applied Psychology, 93(2), 235-249.
    Banalieva, E. R., Eddleston, K. A., & Zellweger, T. M. (2015). When do family firms have an advantage in transitioning economies? Toward a dynamic institution‐based view. Strategic Management Journal, 36(9), 1358-1377.
    Baron, J. N., & Pfeffer, J. (1994). The social-psychology of organizations and inequality. Social Psychology Quarterly, 57(3), 190-209.
    Bart, C., & McQueen, G. (2013). Why women make better directors. International Journal of Business Governance and Ethics, 8(1), 93-99.
    Bear, S., Rahman, N., & Post, C. (2010). The impact of board diversity and gender composition on corporate social responsibility and firm reputation. Journal of Business Ethics, 97(2), 207-221.
    Becker, B. E., & Huselid, M. A. (1992). The incentive effects of tournament compensation systems. Administrative Science Quarterly, 37(6), 336-350.
    Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis. Journal of Management, 37(3), 709-743.
    Berger, A. N., & di Patti, E. B. (2006). Capital structure and firm performance: A new approach to testing agency theory and an application to the banking industry. Journal of Banking & Finance, 30(4), 1065-1102.
    Berrone, P., Cruz, C., & Gomez-Mejia, L. R. (2012). Socioemotional Wealth in Family Firms: Theoretical Dimensions, Assessment Approaches, and Agenda for Future Research. Family Business Review, 25(3), 258-279.
    Berrone, P., Cruz, C., Gomez-Mejia, L. R., & Larraza-Kintana, M. (2010). Socioemotional wealth and corporate responses to institutional pressures: Do family-controlled firms pollute less? Administrative Science Quarterly, 55(1), 82-113.
    Bertrand, M., & Schoar, A. (2003). Managing with style: The effect of managers on firm policies. Quarterly Journal of Economics, 118(4), 1169-1208.
    Bilimoria, D., & Wheeler, J. V. (2000). Women corporate directors: Current research and future directions. Women in management: Current research issues, 2, 138-163.
    Blau, P. M. (1955). The dynamics of bureaucracy: A study of interpersonal relations in two government agencies: Chicago, U. P.
    Blau, P. M. (1977). Inequality and heterogeneity: A primitive theory of social structure (Vol. 7): Free Press New York.
    Bloom, M. (1999). The performance effects of pay dispersion on individuals and organizations. Academy of Management Journal, 42(1), 25-40.
    Boone, C., & Hendriks, W. (2009). Top management team diversity and firm performance: Moderators of functional-background and locus-of-control diversity. Management Science, 55(2), 165-180.
    Brewer, M. B. (1979). In-group bias in the minimal intergroup situation: A cognitive-motivational analysis. Psychological Bulletin, 86(2), 307-324.
    Bunderson, J. S., & Sutcliffe, K. M. (2002). Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects. Academy of Management Journal, 45(5), 875-893.
    Buyl, T., Boone, C., Hendriks, W., & Matthyssens, P. (2011). Top management team functional diversity and firm performance: The moderating role of CEO characteristics. Journal of Management Studies, 48(1), 151-177.
    Byrne, D. E. (1971). The attraction paradigm (Vol. 11): Academic Pr.
    Campbell, D. T. (1960). Blind variation and selective retentions in creative thought as in other knowledge processes. Psychological Review, 67(6), 380-400.
    Campbell, K., & Mínguez-Vera, A. (2008). Gender diversity in the boardroom and firm financial performance. Journal of Business Ethics, 83(3), 435-451.
    Cannella, A. A., Park, J.-H., & Lee, H.-U. (2008). Top management team functional background diversity and firm performance: Examining the roles of team member colocation and environmental uncertainty. Academy of Management Journal, 51(4), 768-784.
    Cannella, A. A., & Pettigrew, A. (2001). Upper echelons: Donald Hambrick on executives and strategy. Academy of Management Executive, 15(3), 36-42.
    Carney, M. (2005). Corporate governance and competitive advantage in family‐controlled firms. Entrepreneurship Theory and Practice, 29(3), 249-265.
    Carpenter, M. A. (2002). The implications of strategy and social context for the relationship between top management team heterogeneity and firm performance. Strategic Management Journal, 23(3), 275-284.
    Carpenter, M. A., Geletkanycz, M. A., & Sanders, W. G. (2004). Upper echelons research revisited: Antecedents, elements, and consequences of top management team composition. Journal of Management, 30(6), 749-778.
    Carpenter, M. A., & Sanders, W. G. (2002). Top management team compensation: The missing link between CEO pay and firm performance? Strategic Management Journal, 23(4), 367-375.
    Carton, A. M., & Cummings, J. N. (2012). A theory of subgroups in work teams. Academy of Management Review, 37(3), 441-470.
    Certo, S. T., Lester, R. H., Dalton, C. M., & Dalton, D. R. (2006). Top management teams, strategy and financial performance: A meta‐analytic examination. Journal of Management Studies, 43(4), 813-839.
    Chatman, J. A., & Flynn, F. J. (2001). The influence of demographic heterogeneity on the emergence and consequences of cooperative norms in work teams. Academy of Management Journal, 44(5), 956-974.
    Chen, C. C., Chen, X. P., & Huang, S. (2013). Chinese Guanxi: An integrative review and new directions for future research. 中国人的关系: 综合文献回顾及未来研究方向. Management and Organization Review, 9(1), 167-207.
    Chen, C. C., Choi, J., & Chi, S. C. (2002). Making justice sense of local-expatriate compensation disparity: Mitigation by local referents, ideological explanations, and interpersonal sensitivity in China-foreign joint ventures. Academy of Management Journal, 45(4), 807-817.
    Chrisman, J. J., & Patel, P. C. (2012). Variations in R&D investments of family and nonfamily firms: Behavioral agency and myopic loss aversion perspectives. Academy of Management Journal, 55(4), 976-997.
    Chua, J. H., Chrisman, J. J., & De Massis, A. (2015). A Closer Look at Socioemotional Wealth: Its Flows, Stocks, and Prospects for Moving Forward. Entrepreneurship Theory and Practice, 39(2), 173-182.
    Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290.
    Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance. Personnel Psychology, 59(3), 501-528.
    Connelly, B. L., Tihanyi, L., Crook, T. R., & Gangloff, K. A. (2014). Tournament Theory: Thirty Years of Contests and Competitions. Journal of Management, 40(1), 16-47.
    Cowherd, D. M., & Levine, D. I. (1992). Product quality and pay equity between lower-level employees and top management - an investigation of distributive justice theory. Administrative Science Quarterly, 37(2), 302-320.
    Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83(2), 85.
    Crossland, C., Zyung, J., Hiller, N. J., & Hambrick, D. C. (2014). CEO career variety: Effects on firm-level strategic and social novelty. Academy of Management Journal, 57(3), 652-674.
    Curseu, P. L., Raab, J., Han, J., & Loenen, A. (2012). Educational diversity and group effectiveness: a social network perspective. Journal of Managerial Psychology, 27(6), 576-594.
    Curseu, P. L., & Sari, K. (2015). The effects of gender variety and power disparity on group cognitive complexity in collaborative learning groups. Interactive Learning Environments, 23(4), 425-436.
    Curşeu, P. L., Schruijer, S., & Boroş, S. (2007). The effects of groups` variety and disparity on groups` cognitive complexity. Group Dynamics: Theory, Research, and Practice, 11(3), 187.
    Cyert, R. M., & March, J. G. (1963). A behavioral theory of the firm. Englewood Cliffs, NJ, 2.
    Daily, C. M., Dalton, D. R., & Cannella, A. A. (2003). Corporate governance: Decades of dialogue and data. Academy of Management Review, 28(3), 371-382.
    Daniel, S., Agarwal, R., & Stewart, K. J. (2013). The effects of diversity in global, distributed collectives: A study of open source project success. Information Systems Research, 24(2), 312-333.
    Deutsch, M. (1985). Distributive justice: A social-psychological perspective.
    Diani, M., & McAdam, D. (2003). Social movements and networks: Relational approaches to collective action: Relational approaches to collective action: OUP Oxford.
    DiMaggio, P., & Garip, F. (2012). Network Effects and Social Inequality. In K. S. Cook & D. S. Massey (Eds.), Annual Review of Sociology, Vol 38 (Vol. 38, pp. 93-118).
    Doz, Y., & Kosonen, M. (2008). The dynamics of strategic agility: Nokia`s rollercoaster experience. California Management Review, 50(3), 95-118.
    Dukerich, J. M. (2001). Role transitions in organizational life: An identity-based perspective. Academy of Management Review, 26(4), 670-672.
    Dyck, A., & Zingales, L. (2004). Private benefits of control: An international comparison. Journal of Finance, 59(2), 537-600.
    Eagly, A. H., & Johnson, B. T. (1990). Gender and leadership style: A meta-analysis. Psychological Bulletin, 108(2), 233.
    Ehrenberg, R. G., & Bognanno, M. L. (1990). The incentive effects of tournaments revisited: Evidence from the European PGA tour. Industrial & Labor Relations Review, 43(3), 74S-88S.
    Eisenhardt, K. M., & Bourgeois, L. J. (1988). Politics of strategic decision-making in high-velocity environments-toward a midrange theory. Academy of Management Journal, 31(4), 737-770.
    Ensley, M. D., Pearson, A. W., & Sardeshmukh, S. R. (2007). The negative consequences of pay dispersion in family and non-family top management teams: An exploratory analysis of new venture, high-growth firms. Journal of Business Research, 60(10), 1039-1047.
    Finkelstein, L. M., King, E. B., & Voyles, E. C. (2015). Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work. Work, Aging and Retirement, 1(1), 26-40.
    Finkelstein, S., & Hambrick, D. C. (1996). Strategic leadership: Top executives and their effects on organizations: South-Western Pub.
    Francoeur, C., Labelle, R., & Sinclair-Desgagne, B. (2008). Gender diversity in corporate governance and top management. Journal of Business Ethics, 81(1), 83-95.
    Fredrickson, J. W., Davis‐Blake, A., & Sanders, W. (2010). Sharing the wealth: social comparisons and pay dispersion in the CEO`s top team. Strategic Management Journal, 31(10), 1031-1053.
    Freeman, L. C. (1979). Centrality in social networks conceptual clarification. Social Networks, 1(3), 215-239.
    Gersick, C. J., Dutton, J. E., & Bartunek, J. M. (2000). Learning from academia: The importance of relationships in professional life. Academy of Management Journal, 43(6), 1026-1044.
    Gibson, C., & Vermeulen, F. (2003). A healthy divide: Subgroups as a stimulus for team learning behavior. Administrative Science Quarterly, 48(2), 202-239.
    Gomez-Mejia, L. R., Cruz, C., Berrone, P., & De Castro, J. (2011). The bind that ties: Socioemotional wealth preservation in family firms. Academy of Management Annals, 5(1), 653-707.
    Gomez-Mejia, L. R., Haynes, K. T., Nunez-Nickel, M., Jacobson, K. J. L., & Moyano-Fuentes, J. (2007). Socioemotional wealth and business risks in family-controlled firms: Evidence from Spanish olive oil mills. Administrative Science Quarterly, 52(1), 106-137.
    Gomez‐Mejia, L. R., Makri, M., & Kintana, M. L. (2010). Diversification decisions in family‐controlled firms. Journal of Management Studies, 47(2), 223-252.
    Groysberg, B., & Bell, D. (2013). Dysfunction in the boardroom. Harvard Business Review, 91(6), 89-97.
    Grund, C., & Westergaard-Nielsen, N. (2008). Age structure of the workforce and firm performance. International Journal of Manpower, 29(5-6), 410-422.
    Grusky, D. B. (1994). Social stratification. Boulder: Westview.
    Haleblian, J., & Finkelstein, S. (1993). Top management team size, CEO dominance, and firm performance: The moderating roles of environmental turbulence and discretion. Academy of Management Journal, 36(4), 844-863.
    Halevy, N., Chou, E. Y., Galinsky, A. D., & Murnighan, J. K. (2012). When hierarchy wins evidence from the national basketball association. Social Psychological and Personality Science, 3(4), 398-406.
    Hambrick, D. C. (1995). Fragmentation and the other problems CEOs have with their top management teams. California Management Review, 37(3), 110-127.
    Hambrick, D. C. (2007). Upper echelons theory: An update. Academy of Management Review, 32(2), 334-343.
    Hambrick, D. C., Cho, T. S., & Chen, M. J. (1996). The influence of top management team heterogeneity on firms` competitive moves. Administrative Science Quarterly, 41(4), 659-684.
    Hambrick, D. C., Finkelstein, S., & Mooney, A. C. (2005). Executive job demands: New insights for explaining strategic decisions and leader behaviors. Academy of Management Review, 30(3), 472-491.
    Hambrick, D. C., & Mason, P. A. (1984). Upper echelons - the organization as a reflection of its top managers. Academy of Management Review, 9(2), 193-206.
    Han, J., Han, J., & Brass, D. J. (2014). Human capital diversity in the creation of social capital for team creativity. Journal of Organizational Behavior, 35(1), 54-71.
    Harrison, D. A., & Klein, K. J. (2007). What`s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32(4), 1199-1228.
    Harrison, D. A., & Sin, H. (2006). What is diversity and how should it be measured. Handbook of workplace diversity, 191-216.
    He, J. Y., & Huang, Z. (2011). Board informal hierarchy and firm financial performance: Exploring a tacit structure guiding boardroom interactions. Academy of Management Journal, 54(6), 1119-1139.
    Henderson, A. D., & Fredrickson, J. W. (2001). Top management team coordination needs and the CEO pay gap: A competitive test of economic and behavioral views. Academy of Management Journal, 44(1), 96-117.
    Hertel, G., & Hertel, G. (2011). Synergetic effects in working teams. Journal of Managerial Psychology, 26(3), 176-184.
    Hertel, G., & Solansky, S. T. (2011). Team identification: a determining factor of performance. Journal of Managerial Psychology, 26(3), 247-258.
    Hoever, I. J., Van Knippenberg, D., van Ginkel, W. P., & Barkema, H. G. (2012). Fostering team creativity: perspective taking as key to unlocking diversity`s potential. Journal of Applied Psychology, 97(5), 982.
    Hurst, D. K., Rush, J. C., & White, R. E. (1989). Top management teams and organizational renewal. Strategic Management Journal, 10(S1), 87-105.
    Ibarra, H. (1993). Network centrality, power, and innovation involvement: Determinants of technical and administrative roles. Academy of Management Journal, 36(3), 471-501.
    Ingley, C., & Van Der Walt, N. (2005). Do board processes influence director and board performance? Statutory and performance implications. Corporate Governance: An International Review, 13(5), 632-653.
    Jackson, S. E. (1992). Consequences of group composition for the interpersonal dynamics of strategic issue processing. Advances in Strategic Management, 8(3), 345-382.
    Jaskiewicz, P., & Block, J. H., Danny, Miller, James G. Combs. (2015). Founder Versus Family Owners’ Impact on Pay Dispersion Among Non-CEO Top Managers: Implications for Firm Performance. Journal of Management.
    Joshi, A., Dencker, J. C., Franz, G., & Martocchio, J. J. (2010). Unpacking generational identities in organizations. Academy of Management Review, 35(3), 392-414.
    Joshi, A., & Roh, H. (2009). The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52(3), 599-627.
    Jurkus, A. F., Park, J. C., & Woodard, L. S. (2011). Women in top management and agency costs. Journal of Business Research, 64(2), 180-186.
    Katz, D., & Kahn, R. L. (1978). The social psychology of organizations.
    Kearney, E., Gebert, D., & Voelpel, S. C. (2009). When and how diversity benefits teams: The importance of team members` need for cognition. Academy of Management Journal, 52(3), 581-598.
    Kilduff, M., Angelmar, R., & Mehra, A. (2000). Top management-team diversity and firm performance: Examining the role of cognitions. Organization Science, 11(1), 21-34.
    Kilduff, M., & Tsai, W. (2003). Social networks and organizations: Sage.
    Kim, H., & Markus, H. R. (1999). Deviance or uniqueness, harmony or conformity? A cultural analysis. Journal of Personality and Social Psychology, 77(4), 785.
    Kim, T. Y., Edwards, J. R., & Shapiro, D. L. (2015). Social comparison and distributive justice: East asia differences. Journal of Business Ethics, 132(2), 401-414.
    Knight, D., Pearce, C. L., Smith, K. G., Olian, J. D., Sims, H. P., Smith, K. A., & Flood, P. (1999). Top management team diversity, group process, and strategic consensus. Strategic Management Journal, 20(5), 445-465.
    Krishnan, H. A., & Park, D. (2005). A few good women—on top management teams. Journal of Business Research, 58(12), 1712-1720.
    Kunze, F., Böhm, S. A., & Bruch, H. (2011). Age diversity, age discrimination climate and performance consequences—a cross organizational study. Journal of Organizational Behavior, 32(2), 264-290.
    Kwon, S. W., & Adler, P. S. (2014). Social capital: Maturation of a field of research. Academy of Management Review, 39(4), 412-422.
    Lau, D. C., & Murnighan, J. K. (1998). Demographic diversity and faultlines: The compositional dynamics of organizational groups. Academy of Management Review, 23(2), 325-340.
    Lawrence, B. S. (1988). New wrinkles in the theory of age: Demography, norms, and performance ratings. Academy of Management Journal, 31(2), 309-337.
    Lazear, E. P. (1989). Pay equality and industrial-politics. Journal of Political Economy, 97(3), 561-580.
    Lazear, E. P., & Rosen, S. (1981). Rank-order tournaments as optimum labor contracts. Journal of Political Economy, 89(5), 841-864.
    Li, H. B., Meng, L. S., Wang, Q., & Zhou, L. A. (2008). Political connections, financing and firm performance: Evidence from Chinese private firms. Journal of Development Economics, 87(2), 283-299.
    Loden, M., & Rosener, J. B. (1991). Workforce America!: Managing employee diversity as a vital resource: McGraw-Hill.
    Loyd, D. L., Wang, C. S., Phillips, K. W., & Lount Jr, R. B. (2013). Social category diversity promotes premeeting elaboration: The role of relationship focus. Organization Science, 24(3), 757-772.
    Margaritis, D., & Psillaki, M. (2010). Capital structure, equity ownership and firm performance. Journal of Banking & Finance, 34(3), 621-632.
    Melero, E. (2011). Are workplaces with many women in management run differently? Journal of Business Research, 64(4), 385-393.
    Miller, D., Breton‐Miller, L., Minichilli, A., Corbetta, G., & Pittino, D. (2014). When do non‐family CEOs outperform in family firms? Agency and behavioural agency perspectives. Journal of Management Studies, 51(4), 547-572.
    Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21(2), 402-433.
    Nag, R., Corley, K. G., & Gioia, D. A. (2007). The intersection of organizational identity, knowledge, and practice: Attempting strategic change via knowledge grafting. Academy of Management Journal, 50(4), 821-847.
    Nielsen, B. B., & Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study. Strategic Management Journal, 34(3), 373-382.
    Pan, Y., & Sparks, J. R. (2012). Predictors, consequence, and measurement of ethical judgments: Review and meta-analysis. Journal of Business Research, 65(1), 84-91.
    Parola, H. R., Ellis, K. M., & Golden, P. (2015). Performance effects of top management team gender diversity during the merger and acquisition process. Management Decision, 53(1), 57-74.
    Patel, P. C., & Cooper, D. (2014). Structural power equality between family and non-family tmt members and the performance of family firms. Academy of Management Journal, 57(6), 1624-1649.
    Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631.
    Pettigrew, A. M. (1992). On studying managerial elites. Strategic Management Journal, 13(S2), 163-182.
    Pfeffer, J., & Langton, N. (1993). The effect of wage dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty. Administrative Science Quarterly, 38(3), 382-407.
    Pitcher, P., & Smith, A. D. (2001). Top management team heterogeneity: Personality, power, and proxies. Organization Science, 12(1), 1-18.
    Porter, M. E. (2008). Competitive strategy: Techniques for analyzing industries and competitors: Simon and Schuster.
    Post, C., & Byron, K. (2015). Women on boards and firm financial performance: A meta-analysis. Academy of Management Journal, 58(5), 1546-1571.
    Priem, R. L., Lyon, D. W., & Dess, G. G. (1999). Inherent limitations of demographic proxies in top management team heterogeneity research. Journal of Management, 25(6), 935-953.
    Qian, C., Cao, Q., & Takeuchi, R. (2013). Top management team functional diversity and organizational innovation in China: The moderating effects of environment. Strategic Management Journal, 34(1), 110-120.
    Reagans, R., Zuckerman, E., & McEvily, B. (2004). How to make the team: Social networks vs. demography as criteria for designing effective teams. Administrative Science Quarterly, 49(1), 101-133.
    Reagans, R., & Zuckerman, E. W. (2001). Networks, diversity, and productivity: The social capital of corporate R&D teams. Organization Science, 12(4), 502-517.
    Richard, O. C., Kirby, S. L., & Chadwick, K. (2013). The impact of racial and gender diversity in management on financial performance: How participative strategy making features can unleash a diversity advantage. The International Journal of Human Resource Management, 24(13), 2571-2582.
    Richard, O. C., Roh, H., & Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter? Human Resource Management, 52(2), 215-242.
    Richins, M. L., & Dawson, S. (1992). A consumer values orientation for materialism and its measurement - scale development and validation. Journal of Consumer Research, 19(3), 303-316.
    Ridge, J. W., Aime, F., & White, M. A. (2015). When much more of a difference makes a difference: Social comparison and tournaments in the CEO`s top team. Strategic Management Journal, 36(4), 618-636.
    Ronay, R., Greenaway, K. H., Anicich, E. M., & Galinsky, A. D. (2012). The path to glory is paved with hierarchy: When hierarchical differentiation increases group effectiveness. Psychological Science, 23(6), 669-677.
    Ruderman, M. N., Ohlott, P. J., Panzer, K., & King, S. N. (2002). Benefits of multiple roles for managerial women. Academy of Management Journal, 45(2), 369-386.
    Sahaym, A., Cho, S. Y., Kim, S. K., & Mousa, F.-T. (2016). Mixed blessings: How top management team heterogeneity and governance structure influence the use of corporate venture capital by post-IPO firms. Journal of Business Research, 69(3), 1208-1218.
    Sanchez-Marin, G., & Baixauli-Soler, J. S. (2015). TMT pay dispersion and firm performance: the moderating role of organizational governance effectiveness. Journal of Management & Organization, 21(4), 436-459.
    Shapcott, K. M., Carron, A. V., Burke, S. M., Bradshaw, M. H., & Estabrooks, P. A. (2006). Member diversity and cohesion and performance in walking groups. Small Group Research, 37(6), 701-720.
    Sheng, S. B., Zhou, K. Z., & Li, J. J. (2011). The Effects of Business and Political Ties on Firm Performance: Evidence from China. Journal of Marketing, 75(1), 1-15.
    Simons, T., Pelled, L. H., & Smith, K. A. (1999). Making use of difference: Diversity, debate, and decision comprehensiveness in top management teams. Academy of Management Journal, 42(6), 662-673.
    Smith, E. B., Menon, T., & Thompson, L. (2012). Status differences in the cognitive activation of social networks. Organization Science, 23(1), 67-82.
    Smith, K. G., Smith, K. A., Olian, J. D., Sims Jr, H. P., O`Bannon, D. P., & Scully, J. A. (1994). Top management team demography and process: The role of social integration and communication. Administrative Science Quarterly, 412-438.
    Solanas, A., Selvam, R. M., Navarro, J., & Leiva, D. (2012). Some common indices of group diversity: Upper boundaries Psychological Reports, 111(3), 777-796.
    Tajfel, H., & Turner, J. C. (2004). The Social Identity Theory of Intergroup Behavior.
    Trevor, C. O., Reilly, G., & Gerhart, B. (2012). Reconsidering pay dispersion`s effect on the performance of interdependent work: Reconciling sorting and pay inequality. Academy of Management Journal, 55(3), 585-610.
    Tsui, A. S., Egan, T., & O`Reilly, C. (1991). Being different: Relational demography and organizational attachment. Paper presented at the Academy of Management Proceedings.
    Tsui, A. S., & Gutek, B. A. (1999). Demographic differences in organizations: Current research and future directions: Lexington Books.
    Van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annu. Rev. Psychol., 58(1), 515-541.
    Wade, J. B., O`Reilly, C. A., & Pollock, T. G. (2006). Overpaid CEOs and underpaid managers: Fairness and executive compensation. Organization Science, 17(5), 527-544.
    Wang, G., Jing, R., & Klossek, A. (2007). Antecedents and management of conflict: Resolution styles of Chinese top managers in multiple rounds of cognitive and affective conflict. International Journal of Conflict Management, 18(1), 74-97.
    Weidenbaum, M. (1996). The Chinese family business enterprise. California Management Review, 38(4), 141-156.
    Wiersema, M. F., & Bird, A. (1993). Organizational demography in Japanese firms: Group heterogeneity, individual dissimilarity, and top management team turnover. Academy of Management Journal, 36(5), 996-1025.
    Williams, K. Y., & O`Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77-140.
    Williams, M. (2016). Being trusted: How team generational age diversity promotes and undermines trust in cross‐boundary relationships. Journal of Organizational Behavior, 37(3), 346-373.
    Xu, X.-x., & Liu, X. (2012). Founder`s Authority, Allocation of Control Rights and Governance Trasformation in Family Business——A Case Study Based on the Control Conflict of GOME Ltd.[J]. China Industrial Economics, 2, 141-150.
    Yang, M. M.-h. (2002). The resilience of guanxi and its new deployments: A critique of some new guanxi scholarship. The China Quarterly, 170(6), 459-476.
    Zellweger, T. M., Nason, R. S., Nordqvist, M., & Brush, C. G. (2013). Why Do Family Firms Strive for Nonfinancial Goals? An Organizational Identity Perspective. Entrepreneurship Theory and Practice, 37(2), 229-248.
    何軒, 陳文婷, & 李新春. (2008). 賦予股權還是泛家族化——家族企業職業經理人治理的實證研究. 中國工業經濟, (5), 109-119.
    鄭伯壎. (1995). 差序格局與華人組織行為. 本土心理學研究, 3, 142-219.
    Description: 碩士
    國立政治大學
    國際經營與貿易學系
    103351055
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G1033510551
    Data Type: thesis
    Appears in Collections:[國際經營與貿易學系 ] 學位論文

    Files in This Item:

    File SizeFormat
    055101.pdf939KbAdobe PDF2194View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback