高层梯队断层对企业绩效影响研究

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高层梯队断层对企业绩效影响研究

摘要

企业绩效受到众多因素的共同影响，而高层梯队（包括 TMT 和董事会）作

为企业的领导核心，是其中较为关键的影响因素之一。高层梯队特征多样性与组

织绩效的研究是学界和业界的一项重要课题。高层梯队特征多样性对企业绩效的

作用主要表现在：高层梯队成员特征多样性可能带来不同的认知基础、价值取向

和多元化的管理理念，从而对团队的凝聚力和企业重大决策的制定产生影响；

另外，高层梯队成员组成在一定程度上体现了企业的产权制度安排与治理结构，

而这两者与经营决策的高效执行和企业经济效益的提高等紧密相关。但是，以往

研究侧重于团队特征的同质性或异质性，考察的仅仅是单维度特征，忽视了特

征多样性的结构化特点。高层梯队成员作为多样性特征的载体，其对团队和企业

的影响是各方面特征属性的综合反映，孤立看待某个特征在团队的分布存在一

定的局限性。断层理论的出现为高层梯队特征多样性研究提供了一个全新的视角

目前，我国对断层的研究尚处于起步阶段，而对高层梯队断层的研究就更

少。由于高层梯队的认知基础、价值取向、决策和执行能力等不易衡量，故本文

从高层梯队人口特征多样性出发，计算高层梯队的断层强度和断层距离，通过

整合高层梯队多样性研究、高层梯队理论、团队过程研究和断层理论来探讨高层

梯队断层与企业绩效的关系。本文主要通过调查问卷及查阅资料的方法对来自

46 家企业的高层梯队的有效样本数据分析 TMT 和董事会断层对企业绩效的影

响，为企业改善高层领导结构和企业绩效提供必要的实证支持。

本文研究思路为：第一章绪论，主要包括提出研究背景和意义，研究对象

的界定，介绍研究思路和方法；第二章文献综述，回顾高层梯队多样性研究、高

层梯队理论、高层梯队团队过程研究和断层理论，分析国内外的研究现状并进行

述评，为下一步变量的设计奠定基础；第三章研究设计，构建高层梯队断层 -团

队过程-企业绩效之间关系的概念模型，提出本研究的相关假设，并介绍调查问

卷的设计；第四章，实证研究分析，介绍研究样本与数据收集情况，分析量表

的信度和效度，使用spss17.0 统计软件进行描述性统计、相关性分析、聚类分析、

阶层回归分析及采用回归分析依次检验回归系数等。第五章研究结论与展望，提

出本研究的结论，并根据相关结论为企业提供建议；另外，分析了本研究的局

限、创新点和未来的研究空间。

本文得到的研究结果如下：

（1）董事会断层强度和断层距离及 TMT 断层距离对企业绩效没有显著影

响，TMT 断层强度对企业绩效有显著的直接和间接影响，并且为负向作用。

（2）TMT 断层强度对团队沟通、团队信任、权力配置的均衡程度和共享目

标均产生负向作用，对团队的关系冲突和任务冲突产生正向作用。

（3）团队过程变量中的团队沟通、权力配置、任务冲突和共享目标在TMT

断层强度与企业绩效的关系中起到显著的中介作用。

关键词：高层梯队董事会 TMT 断层团队过程企业绩效

ABSTRACT

Enterprise performance are affected together by numerous factors, and upper

echelons (including TMT and the board of directors), as the core of leadership of the

enterprise, are one of the key factors influencing. Researches on upper echelons’

characteristic diversity and organizational performance have always been an

important subject in educational circles and industry. Upper echelons’ characteristic

diversity effects on enterprise performance show mainly in several ways. The

diversity may bring different cognitive basis of value, orientation and diversified

management idea, which have an impact on the team's cohesion and the enterprise’s

important decision-making. Furthermore, the composition of upper echelons reflects

the enterprise property system and the corporate governance structure to a certain

extent, and the two aspects are closely related to efficient implementations of business

decision and the improvement of the economic benefits of the enterprise, etc.

However, previous researches focused on the homogeneity and heterogeneity of team

characteristics, and they just examined a single dimension of characteristic and

neglected the characteristics’ structural feature. As the carrier of characteristics

diversity, the upper echelons’ influence on the team and the enterprise is the

comprehensive reflection of their characteristic attributes. Looking at some

characteristics in the distribution of the team in isolation has certain limitation. The

Faultline Theory provides a new perspective for upper echelons’ characteristic

diversity research.

At present, the faultline research in our country is still in the initial stage, and upper

echelons’ faultline study is less. Because the upper echelons’ cognitive basis, value

orientation, decision-making and implementation ability are not easy to measure,

therefore, from the upper echelons demography characteristic diversity, this paper

discuss the relationship between upper echelons’ faultlines and the enterprise

performance based on calculation of their faultline strength and faultline distance, and

through the integration of upper echelons’ diversity research, team process, Upper

Echelon Theory and Faultline Theory. We obtained the effective sample data of upper

echelons from 46 enterprises mainly through the questionnaire and checking

references. We analyze TMT and the board of directors’ faultlines influences on

enterprise performance with the data. The research result can provide empirical

support for enterprises to improve leadership structure and enterprise performance.

This research idea is: Chapter 1 is introduction, mainly including the research

background and significance, the research object, the definition ，research methods

and innovation points; Chapter 2 is literature review about the upper echelons

diversity research, the upper echelons theory, upper echelons team process research

and faultline theory. This paper analyzes the research status at home and abroad and

reviews, laying the foundation for the next step of the design of the variable. The third

chapter is study design. The research constructs the conceptual model of the

relationship of the upper echelons faultline-team process-enterprise performance.

Related assumptions are put forward and the design of the questionnaire is introduced.

Chapter 4 is empirical study. The research sample and data collection are introduced,

and analysis of scale reliability and validity are showed. The descriptive statistical

analysis, correlation analysis, clustering analysis, hierarchical regression analysis and

regression coefficient test in turn by regression analysis are made with spss17.0

statistical software.

The results are as follows:

(1) The faultline strength and faultline distance of the board of directors and TMT

faultline distance have no significant influence on enterprise performances, however,

TMT faultline strength has a significant direct and indirect influence, and it’s

negative.

(2) TMT faultline strength produces negative effect on team communication, team

trust, equilibrium degree of power allocation and shared goals, and positive on the

team's relationship conflict and task conflict.

(3) Team process variables, such as team communication, power allocation, task

conflict and shared goals, play a significant mediating effect in the relationship

between TMT faultline strength and enterprise performance.

Key Words: Upper Echelons, the Board of Directors, TMT, Faultline,

Team Process, Enterprise Performance
目  录
中文摘要
ABSTRACT
第一章 绪论..................................................................................................................1
1.1 研究背景和问题的提出...................................................................................1
1.2 研究意义...........................................................................................................1
1.3 研究对象的界定...............................................................................................2
1.4 研究思路和方法...............................................................................................3
第二章 文献综述..........................................................................................................5
2.1 高层梯队多样性与高层梯队理论...................................................................5
2.2 高层梯队团队过程研究...................................................................................7
2.3 断层理论...........................................................................................................8
2.4 文献评述.........................................................................................................10
第三章 研究设计........................................................................................................11
3.1 概念模型.........................................................................................................11
3.2 研究假设.........................................................................................................12
3.2.1 高层梯队断层与企业绩效...................................................................12
3.2.2 团队过程变量.......................................................................................12
3.3 调查问卷的设计.............................................................................................15
第四章 实证研究分析................................................................................................17
4.1 样本数据收集与整理.....................................................................................17
4.1.1 数据收集...............................................................................................17
4.1.2 数据整理...............................................................................................18
4.2 量表的信度和效度分析.................................................................................22
4.3 描述性统计及相关性分析.............................................................................23
4.4 对假设的检验.................................................................................................25
4.4.1 高层梯队断层与企业绩效的回归分析...............................................25
4.4.2 团队过程变量的中介效应...................................................................27
第五章 结论与展望....................................................................................................31
5.1 结论.................................................................................................................31
5.2 展望.................................................................................................................33
附录..............................................................................................................................36
参考文献......................................................................................................................39
在读期间发表的学术论文和参与的科研项目..........................................................47

致谢............................................................................................................................48

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摘要：

高层梯队断层对企业绩效影响研究摘要企业绩效受到众多因素的共同影响，而高层梯队（包括TMT和董事会）作为企业的领导核心，是其中较为关键的影响因素之一。高层梯队特征多样性与组织绩效的研究是学界和业界的一项重要课题。高层梯队特征多样性对企业绩效的作用主要表现在：高层梯队成员特征多样性可能带来不同的认知基础、价值取向和多元化的管理理念，从而对团队的凝聚力和企业重大决策的制定产生影响；另外，高层梯队成员组成在一定程度上体现了企业的产权制度安排与治理结构，而这两者与经营决策的高效执行和企业经济效益的提高等紧密相关。但是，以往研究侧重于团队特征的同质性或异质性，考察的仅仅是单维度特征，忽视了特征多样性的结构...

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