动态竞争行为多样性如何影响企业绩效:高管团队断层的调节作用
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摘要
本文以沪深两市131家高新技术企业为研究对象,基于高管团队断层的视角深入探究了动态竞争行为如何影响企业绩效的问题。通过实证研究发现:动态竞争行为的多样性程度与企业绩效之间存在倒U形曲线关系;高管团队信息相关断层会增强竞争行为多样性对企业绩效的正向影响,社会分类断层会减弱竞争行为多样性对企业绩效的正向影响。
This article,taking a corporate-level dataset of 131 hi-tech Chinese listed companies as object,explored the influence of dynamic competitive behavior upon firm performance from the perspective of TMT faultlines. The results show that there is an inverted U-shape relationship between the complexity of dynamic competitive behavior and corporate performance; Information-related faultlines strengthen the positive influence of dynamic competitive behavior on corporate performance while social category faultlines weaken the relationship.
This article,taking a corporate-level dataset of 131 hi-tech Chinese listed companies as object,explored the influence of dynamic competitive behavior upon firm performance from the perspective of TMT faultlines. The results show that there is an inverted U-shape relationship between the complexity of dynamic competitive behavior and corporate performance; Information-related faultlines strengthen the positive influence of dynamic competitive behavior on corporate performance while social category faultlines weaken the relationship.
引文
[1]皮圣雷.动态竞争理论研究视角与路径演进综述[J].外国经济与管理,2014,36(9):15-19.
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[3] Miller D,Chen M J.. The Simplicity of Competitive Repertoires:An Empirical Analysis[J]. Strategic Management Journal,1996,17(6):419-439.
[4] Ferrier W J,Smith K G,Grimm C M..The Role of Competitive Action in Market Share Erosion and Industry Dethronement:A Study of Industry Leaders and Challengers[J]. Academy of Management Journal,1999,42(4):372-388.
[5]卫武.企业非市场与市场行为及其竞争特点对企业绩效的影响研究[J].南开管理评论,2009,12(2):37-51.
[6] Ndofor H A,Sirmon D G,He X. Firm Resources,Competitive Actions and Performance:Investigating a Mediated Model with Evidence from the In-Vitro Diagnostics Industry[J]. Strategic Management Journal, 2011, 32(6):640-657.
[7]邓新明,叶珍,许洋.企业竞争行动与绩效的关联性研究——基于市场与非市场的综合视角[J].南开管理评论,2015,18(4):106-120.
[8] Hutzschenreuter T,Horstkotte J. Performance Effects of Top Management Team Demographic Faultlines in The Process of Product Diversification[J]. Strategic Management Journal,2013,34(6):704-726.
[9] Connelly B L,Tihanyi L,Ketchen D J,Et Al. Competitive Repertoire Complexity:Governance Antecedents and Performance Outcomes[J]. Strategic Management Journal,2017,38(5):1151-1173.
[10]程聪,谢洪明,杨英楠,等.理性还是情感:动态竞争中企业“攻击—回应”竞争行为的身份域效应——基于AMC模型的视角[J].管理世界,2015(8):132-146.
[11]赵丙艳,葛玉辉,刘喜怀. TMT认知、断层对创新绩效的影响:战略柔性的调节作用[J].科学学与科学技术管理,2016,37(6):112-122.
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[13]杨陈,唐明凤.团队断裂带对团队创新绩效的作用机理研究[J].科学学与科学技术管理,2017,38(3):172-180.
[14] Ferrier W J. Navigating the Competitive Landscape:The Drivers and Consequences of Competitive Aggressiveness[J]. Academy of Management Journal,2001,44(4):858-877.
[15] Basdeo D K,Smith K G,Grimm C M,Et Al. The Impact of Market Actions on Firm Reputation[J]. Strategic Management Journal,2006,27(12):1205-1219.
[16] Jehn K A, Bezrukova K, Thatcher S. Conflict,Diversity,and Faultlines in Workgroups[J]. The Psychology of Conflict and Conflict Management in Organizations,2008:179-210.
[17] Cramton C D,Hinds P J. Subgroup Dynamics in Internationally Distributed Teams:Ethnocentrism or CrossNational Learning?[J]. Research in Organizational Behavior,2004,26(4):231-263.
[18]陈帅.团队断层对团队绩效的影响:团队交互记忆系统的作用[J].心理学报,2016,48(1):84-94.
[19] Gibson C,Vermeulen F. A Healthy Divide:Subgroups as a Stimulus for Team Learning Behavior[J].Administrative Science Quarterly, 2003, 48(2):202-239.
[20] Kor Y Y. Experience-Based Top Management Team Competence and Sustained Growth[J]. Organization Science,2003,14(6):707-719.
[21] Kor Y Y,Mahoney J T,Michael S C. Resources,Capabilities and Entrepreneurial Perceptions[J]. Journal Of Management Studies,2007,44(7):1187-1212.
[22] Zhang Y,Qu H. The Impact of CEO Succession with Gender Change on Firm Performance and Successor Early Departure:Evidence from China’s Publicly Listed Companies in 1997-2010[J]. Academy of Management Journal,2016,59(5):1845-1868.
[23] Bell S T,Villado A J,Lukasik M A,et al. Getting Specific about Demographic Diversity Variable and Team Performance Relationships:A Meta-Analysis[J]. Journal of Management,2011,37(3):709-743.
[24] Posthuma R A,Campion M A. Age Stereotypes in the Workplace:Common Stereotypes, Moderators, and Future Research Directions[J]. Journal of Management,2009,35(1):158-188.
[25] Williams M. In Whom We Trust:Group Membership as an Affective Context for Trust Development[J]. Academy of Management Review,2001,26(3):377-396.
[26] Li J,Hambrick D C. Factional Groups:A New Vantage on Demographic Faultlines,Conflict,and Disintegration in Work Teams[J]. Academy of Management Journal,2005,48(5):794-813.
[27] Pearsall M J,Ellis A P J,Evans J M. Unlocking the Effects of Gender Faultlines on Team Creativity:Is Activation the Key?[J]. Journal of Applied Psychology,2008,93(1):225-234.
[28] Polzer J T,Mannix E A,Neale M A. Interest Alignment and Coalitions in Multiparty Negotiation[J]. Academy of Management Journal,1998,41(1):42-54.
[29]冯桂平,牟莉莉.主要家电企业竞争行动与绩效关系的实证研究[J].情报杂志,2009(11):203-206.
[30] Hambrick D C,Mason P A. Upper Echelons:The Organization as a Reflection of its Top Managers[J]. Academy of Management Review,1984,9(2):193-206.
[31]崔超,肖明,常乐.团队断层计算理论综述[J].中国管理信息化,2015,18(1):115-117.
[32] Thatcher S M B,Jehn K A, Zanutto E. Cracks in Diversity Research:The Effects of Diversity Faultlines on Conflict and Performance[J]. Group Decision&Negotiation,2003,12(3):217-241.
[33]陈强.高级计量经济学及Stata应用[M].北京:高等教育出版社,2014.
[34]陈晓萍,徐淑英,樊景立.组织与管理研究的实证方法:第2版[M].北京:北京大学出版社,2012.
[2] MillerD,Chen M J.. Nonconformity in Competitive Repertoires:A Sociological View of Markets[J]. Social Forces,1996,74(4):1209-1234.
[3] Miller D,Chen M J.. The Simplicity of Competitive Repertoires:An Empirical Analysis[J]. Strategic Management Journal,1996,17(6):419-439.
[4] Ferrier W J,Smith K G,Grimm C M..The Role of Competitive Action in Market Share Erosion and Industry Dethronement:A Study of Industry Leaders and Challengers[J]. Academy of Management Journal,1999,42(4):372-388.
[5]卫武.企业非市场与市场行为及其竞争特点对企业绩效的影响研究[J].南开管理评论,2009,12(2):37-51.
[6] Ndofor H A,Sirmon D G,He X. Firm Resources,Competitive Actions and Performance:Investigating a Mediated Model with Evidence from the In-Vitro Diagnostics Industry[J]. Strategic Management Journal, 2011, 32(6):640-657.
[7]邓新明,叶珍,许洋.企业竞争行动与绩效的关联性研究——基于市场与非市场的综合视角[J].南开管理评论,2015,18(4):106-120.
[8] Hutzschenreuter T,Horstkotte J. Performance Effects of Top Management Team Demographic Faultlines in The Process of Product Diversification[J]. Strategic Management Journal,2013,34(6):704-726.
[9] Connelly B L,Tihanyi L,Ketchen D J,Et Al. Competitive Repertoire Complexity:Governance Antecedents and Performance Outcomes[J]. Strategic Management Journal,2017,38(5):1151-1173.
[10]程聪,谢洪明,杨英楠,等.理性还是情感:动态竞争中企业“攻击—回应”竞争行为的身份域效应——基于AMC模型的视角[J].管理世界,2015(8):132-146.
[11]赵丙艳,葛玉辉,刘喜怀. TMT认知、断层对创新绩效的影响:战略柔性的调节作用[J].科学学与科学技术管理,2016,37(6):112-122.
[12] Lau D C,Murnighan J K. Demographic Diversity and Faultlines:The Compositional Dynamics of Organizational Groups[J]. Academy of Management Review,1998,23(2):325-340.
[13]杨陈,唐明凤.团队断裂带对团队创新绩效的作用机理研究[J].科学学与科学技术管理,2017,38(3):172-180.
[14] Ferrier W J. Navigating the Competitive Landscape:The Drivers and Consequences of Competitive Aggressiveness[J]. Academy of Management Journal,2001,44(4):858-877.
[15] Basdeo D K,Smith K G,Grimm C M,Et Al. The Impact of Market Actions on Firm Reputation[J]. Strategic Management Journal,2006,27(12):1205-1219.
[16] Jehn K A, Bezrukova K, Thatcher S. Conflict,Diversity,and Faultlines in Workgroups[J]. The Psychology of Conflict and Conflict Management in Organizations,2008:179-210.
[17] Cramton C D,Hinds P J. Subgroup Dynamics in Internationally Distributed Teams:Ethnocentrism or CrossNational Learning?[J]. Research in Organizational Behavior,2004,26(4):231-263.
[18]陈帅.团队断层对团队绩效的影响:团队交互记忆系统的作用[J].心理学报,2016,48(1):84-94.
[19] Gibson C,Vermeulen F. A Healthy Divide:Subgroups as a Stimulus for Team Learning Behavior[J].Administrative Science Quarterly, 2003, 48(2):202-239.
[20] Kor Y Y. Experience-Based Top Management Team Competence and Sustained Growth[J]. Organization Science,2003,14(6):707-719.
[21] Kor Y Y,Mahoney J T,Michael S C. Resources,Capabilities and Entrepreneurial Perceptions[J]. Journal Of Management Studies,2007,44(7):1187-1212.
[22] Zhang Y,Qu H. The Impact of CEO Succession with Gender Change on Firm Performance and Successor Early Departure:Evidence from China’s Publicly Listed Companies in 1997-2010[J]. Academy of Management Journal,2016,59(5):1845-1868.
[23] Bell S T,Villado A J,Lukasik M A,et al. Getting Specific about Demographic Diversity Variable and Team Performance Relationships:A Meta-Analysis[J]. Journal of Management,2011,37(3):709-743.
[24] Posthuma R A,Campion M A. Age Stereotypes in the Workplace:Common Stereotypes, Moderators, and Future Research Directions[J]. Journal of Management,2009,35(1):158-188.
[25] Williams M. In Whom We Trust:Group Membership as an Affective Context for Trust Development[J]. Academy of Management Review,2001,26(3):377-396.
[26] Li J,Hambrick D C. Factional Groups:A New Vantage on Demographic Faultlines,Conflict,and Disintegration in Work Teams[J]. Academy of Management Journal,2005,48(5):794-813.
[27] Pearsall M J,Ellis A P J,Evans J M. Unlocking the Effects of Gender Faultlines on Team Creativity:Is Activation the Key?[J]. Journal of Applied Psychology,2008,93(1):225-234.
[28] Polzer J T,Mannix E A,Neale M A. Interest Alignment and Coalitions in Multiparty Negotiation[J]. Academy of Management Journal,1998,41(1):42-54.
[29]冯桂平,牟莉莉.主要家电企业竞争行动与绩效关系的实证研究[J].情报杂志,2009(11):203-206.
[30] Hambrick D C,Mason P A. Upper Echelons:The Organization as a Reflection of its Top Managers[J]. Academy of Management Review,1984,9(2):193-206.
[31]崔超,肖明,常乐.团队断层计算理论综述[J].中国管理信息化,2015,18(1):115-117.
[32] Thatcher S M B,Jehn K A, Zanutto E. Cracks in Diversity Research:The Effects of Diversity Faultlines on Conflict and Performance[J]. Group Decision&Negotiation,2003,12(3):217-241.
[33]陈强.高级计量经济学及Stata应用[M].北京:高等教育出版社,2014.
[34]陈晓萍,徐淑英,樊景立.组织与管理研究的实证方法:第2版[M].北京:北京大学出版社,2012.