公司績(jī)效與高層管理團(tuán)隊(duì)的年齡、任期與學(xué)歷一個(gè)研究綜述【外文翻譯】

1、外文翻譯Firmperfmancetopmanagementteamagetenureeducation:aresearchsynthesisMaterialSource:InternationalJournalofBusinessResearch.Auth:AbhishekSrivastavaHunLee1.FirmPerfmanceTMTAgeTenureEducation1.1UpperEchelonsTheyConsistent

2、withtheupperechelonsperspectiveHambrickMason(1984)arguedthatyoungerTMTswerelesscommittedtothestatusquomewillingtoacceptchange.Severalresearchershavefoundthatyoungermanagersweremereceptivetowardrisktakingpursuingmeinnovat

3、ivegrowthstrategies(Grimm&Smith1991).Botwinick(1977)BurkeLight(1981)arguedthatabilitiesinlearningreasoningmemydeclinewithage.BantelJackson(1989)arguedthatyoungermanagerswouldhavesuperitechnicalknowledgebecauseofmerecente

4、ducationalexperiences.WiersemaBantel(1992)foundagewasnegativelyrelatedtostrategicchange.Therefeweproposethefollowing.Hypothesis1(a):AverageageofTMTisnegativelyrelatedtofirmperfmance.Schwenk(1993)presentedargumentsonboths

5、idesnegativepositiveabouttheimpactofTMTganizationaltenureonperfmance.Hearguedthatateamwhosemembershavealongertenurewouldbeabletofmulatemeeffectivestrategiesbecauseexperiencewouldresultindeeperunderstingoftheircompany.Ont

6、heflipsideSchwenkarguedthatexecutiveswithlongtenuremaydevelopstrategiesbasedonoutdatedassumptionsoftheenvironmentleadingtopoperfmance.FinkelsteinHambrick(1990)foundsupptfarelationshipbetweenlongganizationaltenureconfmity

7、toindustryperfmancenms.WiersemaBantel(1992)foundthatshtganizationaltenurewaspositivelyrelatedtostrategicchange.Bantel(1994)foundthatshtganizationaltenurewaspositivelyrelatedtostrategicplanningopenness.Insummaryallthesest

8、udiestacititisoftendifficulttomakeanobjectiveassessmentastowhethernotaparticularindividualpossessesaspecificskillespeciallywhenthoseskillsarecomplex.Itislikelytherefethatfirmswillrelyondemographicproxieswhendecidingwheth

9、ernotaparticularmanagerpossessestherequiredknowledgeskillsneededtoleadthefirm.Theimplicationoftheseconditionsisthatbetterperfmingfirmswillhavemeleverageinthemarketfhumancapitalwillbeabletorecruitthosemembersoftopmanageme

10、ntteamswhohaveahighlevelofeducationhavegainedadequateexperiencethatisareolder.AsBecker(1964)arguedcompaniesaremelikelytoinvestintrainingtheemployeessothattheyacquirefirmspecificskillsratherthangeneralskills.Amanagerwitha

11、highleveloffirmspecificskillsislikelytostayinthecompanyfalongerperiodbecausetheskillswillfetchalowerpriceoutsidetheemployingfirm(Lepak&Snell1999).Betterperfmingcompaniesarelikelytoinvestmeheavilyintrainingretainexecutive

12、sfalongerperiodtherebyincreasingtheaveragetenureoftopmanagementteams.Inthiscasethenfirmperfmancedrivestopmanagementteamdemographics.Basedontheabovehumancapitalargumentswehypothesizethefollowing:Hypothesis1(b):Theaveragea

13、geofTMTsispositivelyrelatedtofirmperfmance.Hypothesis2(b):TheaveragetenureofTMTsispositivelyrelatedtofirmperfmance.TherelationshipbetweenaverageeducationoftheTMTfirmperfmanceislikelytobepositiveaccdingtohumancapitaltheyc

14、onsistentwithhypothesis3statedearlier.2.ModeratingEffectOfTimePeriodOfStudayIndustryFocus2.1ganizationalDemographyTheyWithspecificreferencetotenureHaveman(1995)arguedthat“explanationsofganizationstenuredistributionsmustb

15、erootedinexplanationsofjobmobilitybecausemovementofemployees...betweenganizationsdrives...changesinganizationstenuredistributions“(pp.588589).Basedonthisargumentintimesofenvironmentalchangescompaniesarelikelytohaveatende