高管团队认知对组织双元能力开发的作用机理研究:基于组织性格的视角
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摘要
人们对著名企业遭遇滑铁卢的情形早已司空见惯,成功也可能是失败之母。因此,企业不仅要善于从经验中学习,还必须着眼于未来进行谋划。基于企业高管团队认知的组织双元能力发展模型将有助于企业兼顾这两种需求。高管团队对组织性格的认知能够反映团队成员对企业过去、现在以及未来的总体想法,这种认知的一致性或差异性,将对组织双元能力产生影响,而高管团队行为整合是可能的中介变量。此外,还将检验组织双元能力与组织绩效的关系以及行业动态性对二者的调节作用。这将有助于增加企业高管团队认知研究的深度,丰富双元性组织的理论体系。优化后的组织性格量表将为未来研究提供可靠的方法和工具。
It is not surprising that some famous companies may fail. Today's success may turn to be tomorrow's failure. Therefore, companies should not only be good at learning from experience, but also focus on the future plans. A model of organizational ambidexterity based on Top Management Team(TMT)'s cognition is expected to help companies to balance these two demands. TMT's cognition on organizational character reflects team members? general ideas about the past, present and future of their organization. The impact of TMT's cognitive congruence/differences in organizational character on organizational ambidexterity, as well as the mediating role of TMT behavioral integration is examined. In addition, the relationship between organizational ambidexterity and organizational performance, as well as the moderating role of industry dynamics is explored. The results may deepen our understanding of TMT cognition and enrich the organizational ambidexterity theory. Finally, the improved Organizational Character Index(OCI) provides reliable tool and method for future research.
It is not surprising that some famous companies may fail. Today's success may turn to be tomorrow's failure. Therefore, companies should not only be good at learning from experience, but also focus on the future plans. A model of organizational ambidexterity based on Top Management Team(TMT)'s cognition is expected to help companies to balance these two demands. TMT's cognition on organizational character reflects team members? general ideas about the past, present and future of their organization. The impact of TMT's cognitive congruence/differences in organizational character on organizational ambidexterity, as well as the mediating role of TMT behavioral integration is examined. In addition, the relationship between organizational ambidexterity and organizational performance, as well as the moderating role of industry dynamics is explored. The results may deepen our understanding of TMT cognition and enrich the organizational ambidexterity theory. Finally, the improved Organizational Character Index(OCI) provides reliable tool and method for future research.
引文
白新文,刘武,林琳.(2011).共享心智模型影响团队绩效的权变模型.心理学报,43(5),561-572.
邓少军,芮明杰.(2010).组织动态能力演化微观认知机制研究前沿探析与未来展望.外国经济与管理,(11),26-34.
邓少军,芮明杰.(2013).高层管理者认知与企业双元能力构建--基于浙江金信公司战略转型的案例研究.中国工业经济,(11),135-147.
付悦,陈国权.(2012).组织性格决定组织命运?--以组织学习能力作为中介的模型.经济管理,34(8),97-104.
付悦,宁南.(2014).组织性格影响因素研究:组织、环境及其交互作用.南开管理评论,17(3),122-132.
韩杨,罗瑾琏,钟竞.(2016).双元领导对团队创新绩效影响研究--基于惯例视角.管理科学,29(1),70-85.
克里斯坦森.(2010).创新者的窘境(胡建桥译).北京:中信出版社.
李辉,吴晓云.(2015).基于双元性学习能力的创新绩效转化机制研究--以中国跨国公司为例.软科学,(9),19-23.
林晓敏,白新文,林琳.(2014).团队心智模型相似性与正确性对团队创造力的影响.心理学报,46(11),1734-1747.
林毅夫,蔡昉,李周.(2012).中国的奇迹(增订版).上海:格致出版社.
凌鸿,赵付春,邓少军.(2010).双元性理论和概念的批判性回顾与未来研究展望.外国经济与管理,32(1),25-33.
吕洁,张钢.(2013).团队认知的涌现:基于集体信息加工的视角.心理科学进展,21(12),2214-2223.
王凤彬,陈建勋,杨阳.(2012).探索式与利用式技术创新及其平衡的效应分析.管理世界,(3),96-112.
王益民,缪小梅.(2012).高层管理团队特征对战略双元性的影响研究.比较管理,(1),1-10.
韦森.(2015).从世界历史的大背景看未来中国经济的增长前景.经济资料译丛,(1),14-23.
魏嵘,杜宁.(2013).基于动态能力视角的双元组织路径构建.商业经济与管理,(8),26-33.
薛会娟.(2010).共享心智模型和交互记忆系统:对立或协同?--基于知识管理视角.心理科学进展,18(10),1559-1566.
姚振华,孙海法.(2011).高管团队组成特征、沟通频率与组织绩效的关系.软科学,25(6),64-68.
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Barrick,M.R.,Bradley,B.H.,Kristof-Brown,A.L.,&Colbert,A.E.(2007).The moderating role of top management team interdependence:Implications for real teams and working groups.Academy of Management Journal,50(3),544-557.
Bell,S.T.(2007).Deep-level composition variables as predictors of team performance:A meta-analysis.Journal of Applied Psychology,92(3),595-615.
Birnholtz,J.P.,Cohen,M.D.,&Hoch,S.V.(2007).Organizational character:On the regeneration of camp poplar grove.Organization Science,18(2),315-332.
Boumgarden,P.,Nickerson,J.,&Zenger,T.R.(2012).Sailing into the wind:Exploring the relationships among ambidexterity,vacillation,and organizational performance.Organization Science,33(6),587-610.
Bridges,W.(1995).The character of organizations:Using Jungian type in organizational development.Palo Alto,CA:Davies-Black Publishers.
Cao,Q.,Simsek,Z.,&Zhang,H.P.(2010).Modeling the joint impact of the CEO and the TMT on organizational ambidexterity.Journal of Management Studies,47(7),1272-1296.
Carmeli,A.,&Halevi,M.Y.(2009).How top management team behavioral integration and behavioral complexity enable organizational ambidexterity:The moderating role of contextual ambidexterity.The Leadership Quarterly,20(2),207-218.
Carpenter,M.A.,&Sanders,W.G.(2004).The effects of top management team pay and firm internationalization on MNC performance.Journal of Management,30(4),509-528.
Certo,S.T.,Lester,R.H.,Dalton,C.M.,&Dan,R.D.(2006).Top management teams,strategy and financial performance:A meta-analytic examination.Journal of Management Studies,43(4),813-839.
Colbert,A.E.,Barrick,M.R.,&Bradley,B.H.(2014).Personality and leadership composition in top management teams:Implications for organizational effectiveness.Personnel Psychology,67(2),351-387.
Dahlin,K.B.,Weingart,L.R.,&Hinds,P.J.(2005).Team diversity and information use.Academy of Management Journal,48(6),1107-1123.
De Church,L.A.,&Mesmer-Magnus,J.R.(2010).The cognitive underpinnings of effective teamwork:A metaanalysis.Journal of Applied Psychology,95(1),32-53.
De Dreu,C.K.W.,&West,M.A.(2001).Minority dissent and team innovation:The importance of participation in decision making.Journal of Applied Psychology,86(6),1191-1201.
Edmondson,A.C.,Roberto,M.A.,&Watkins,M.D.(2003).A dynamic model of top management team effectiveness:Managing unstructured task streams.Leadership Quarterly,14(3),297-325.
Eisenhardt,K.M.,Furr,N.R.,&Bingham,C.B.(2010).Crossroads--microfoundations of performance:Balancing efficiency and flexibility in dynamic environments.Organization Science,21(6),1263-1273.
Garud,R.,Kumaraswamy,A.,&Karn?e,P.(2010).Path dependence or path creation?.Journal of Management Studies,47(4),760-774.
Gedajlovic,E.,Cao,Q.,&Zhang,H.P.(2012).Corporate shareholdings and organizational ambidexterity in hightech SMEs:Evidence from a transitional economy.Journal of Business Venturing,27(6),652-665.
Gibson,C.B.,&Birkinshaw,J.(2004).The antecedents,consequences,and mediating role of organizational ambidexterity.Academy of Management Journal,47(2),209-226.
Halevi,M.Y.,Carmeli,A.,&Brueller,N.N.(2015).Ambidexterity in SBUs:TMT behavioral integration and environmental dynamism.Human Resource Management,54(S1),S223-S238.
Hambrick,D.C.(1994).Top management groups:Aconceptual integration and reconsideration of the“Team”label.Research in Organizational Behavior,16,171-213.
He,Z.L.,&Wong,P.K.(2004).Exploration vs.exploitation:An empirical test of the ambidexterity hypothesis.Organization Science,15(4),481-494.
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),982-996.
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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.
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Luo,B.,Zheng,S.S.,Ji,H.M.,&Liang,L.(2016).Ambidextrous leadership and TMT-member ambidextrous behavior:The role of TMT behavioral integration and TMT risk propensity.The International Journal of Human Resource Management,1-22.
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邓少军,芮明杰.(2013).高层管理者认知与企业双元能力构建--基于浙江金信公司战略转型的案例研究.中国工业经济,(11),135-147.
付悦,陈国权.(2012).组织性格决定组织命运?--以组织学习能力作为中介的模型.经济管理,34(8),97-104.
付悦,宁南.(2014).组织性格影响因素研究:组织、环境及其交互作用.南开管理评论,17(3),122-132.
韩杨,罗瑾琏,钟竞.(2016).双元领导对团队创新绩效影响研究--基于惯例视角.管理科学,29(1),70-85.
克里斯坦森.(2010).创新者的窘境(胡建桥译).北京:中信出版社.
李辉,吴晓云.(2015).基于双元性学习能力的创新绩效转化机制研究--以中国跨国公司为例.软科学,(9),19-23.
林晓敏,白新文,林琳.(2014).团队心智模型相似性与正确性对团队创造力的影响.心理学报,46(11),1734-1747.
林毅夫,蔡昉,李周.(2012).中国的奇迹(增订版).上海:格致出版社.
凌鸿,赵付春,邓少军.(2010).双元性理论和概念的批判性回顾与未来研究展望.外国经济与管理,32(1),25-33.
吕洁,张钢.(2013).团队认知的涌现:基于集体信息加工的视角.心理科学进展,21(12),2214-2223.
王凤彬,陈建勋,杨阳.(2012).探索式与利用式技术创新及其平衡的效应分析.管理世界,(3),96-112.
王益民,缪小梅.(2012).高层管理团队特征对战略双元性的影响研究.比较管理,(1),1-10.
韦森.(2015).从世界历史的大背景看未来中国经济的增长前景.经济资料译丛,(1),14-23.
魏嵘,杜宁.(2013).基于动态能力视角的双元组织路径构建.商业经济与管理,(8),26-33.
薛会娟.(2010).共享心智模型和交互记忆系统:对立或协同?--基于知识管理视角.心理科学进展,18(10),1559-1566.
姚振华,孙海法.(2011).高管团队组成特征、沟通频率与组织绩效的关系.软科学,25(6),64-68.
Amason,A.C.(1996).Distinguishing the effects of functional and dysfunctional conflict on strategic decision making:Resolving a paradox for top management teams.Academy of Management Journal,39(1),123-148.
Amason,A.C.,&Sapienza,H.J.(1997).The effects of top management team size and interaction norms on cognitive and affective conflict.Journal of Management,23(4),495-516.
Barrick,M.R.,Bradley,B.H.,Kristof-Brown,A.L.,&Colbert,A.E.(2007).The moderating role of top management team interdependence:Implications for real teams and working groups.Academy of Management Journal,50(3),544-557.
Bell,S.T.(2007).Deep-level composition variables as predictors of team performance:A meta-analysis.Journal of Applied Psychology,92(3),595-615.
Birnholtz,J.P.,Cohen,M.D.,&Hoch,S.V.(2007).Organizational character:On the regeneration of camp poplar grove.Organization Science,18(2),315-332.
Boumgarden,P.,Nickerson,J.,&Zenger,T.R.(2012).Sailing into the wind:Exploring the relationships among ambidexterity,vacillation,and organizational performance.Organization Science,33(6),587-610.
Bridges,W.(1995).The character of organizations:Using Jungian type in organizational development.Palo Alto,CA:Davies-Black Publishers.
Cao,Q.,Simsek,Z.,&Zhang,H.P.(2010).Modeling the joint impact of the CEO and the TMT on organizational ambidexterity.Journal of Management Studies,47(7),1272-1296.
Carmeli,A.,&Halevi,M.Y.(2009).How top management team behavioral integration and behavioral complexity enable organizational ambidexterity:The moderating role of contextual ambidexterity.The Leadership Quarterly,20(2),207-218.
Carpenter,M.A.,&Sanders,W.G.(2004).The effects of top management team pay and firm internationalization on MNC performance.Journal of Management,30(4),509-528.
Certo,S.T.,Lester,R.H.,Dalton,C.M.,&Dan,R.D.(2006).Top management teams,strategy and financial performance:A meta-analytic examination.Journal of Management Studies,43(4),813-839.
Colbert,A.E.,Barrick,M.R.,&Bradley,B.H.(2014).Personality and leadership composition in top management teams:Implications for organizational effectiveness.Personnel Psychology,67(2),351-387.
Dahlin,K.B.,Weingart,L.R.,&Hinds,P.J.(2005).Team diversity and information use.Academy of Management Journal,48(6),1107-1123.
De Church,L.A.,&Mesmer-Magnus,J.R.(2010).The cognitive underpinnings of effective teamwork:A metaanalysis.Journal of Applied Psychology,95(1),32-53.
De Dreu,C.K.W.,&West,M.A.(2001).Minority dissent and team innovation:The importance of participation in decision making.Journal of Applied Psychology,86(6),1191-1201.
Edmondson,A.C.,Roberto,M.A.,&Watkins,M.D.(2003).A dynamic model of top management team effectiveness:Managing unstructured task streams.Leadership Quarterly,14(3),297-325.
Eisenhardt,K.M.,Furr,N.R.,&Bingham,C.B.(2010).Crossroads--microfoundations of performance:Balancing efficiency and flexibility in dynamic environments.Organization Science,21(6),1263-1273.
Garud,R.,Kumaraswamy,A.,&Karn?e,P.(2010).Path dependence or path creation?.Journal of Management Studies,47(4),760-774.
Gedajlovic,E.,Cao,Q.,&Zhang,H.P.(2012).Corporate shareholdings and organizational ambidexterity in hightech SMEs:Evidence from a transitional economy.Journal of Business Venturing,27(6),652-665.
Gibson,C.B.,&Birkinshaw,J.(2004).The antecedents,consequences,and mediating role of organizational ambidexterity.Academy of Management Journal,47(2),209-226.
Halevi,M.Y.,Carmeli,A.,&Brueller,N.N.(2015).Ambidexterity in SBUs:TMT behavioral integration and environmental dynamism.Human Resource Management,54(S1),S223-S238.
Hambrick,D.C.(1994).Top management groups:Aconceptual integration and reconsideration of the“Team”label.Research in Organizational Behavior,16,171-213.
He,Z.L.,&Wong,P.K.(2004).Exploration vs.exploitation:An empirical test of the ambidexterity hypothesis.Organization Science,15(4),481-494.
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),982-996.
Jansen,J.J.P.,Volberda,H.W.,&van Den Bosch,F.A.J.(2005).Exploratory innovation,exploitative innovation,and ambidexterity:The impact of environmental and organizational antecedents.Schmalenbach Business Review,57(4),351-363.
Jehn,K.A.(1995).A multimethod examination of the benefits and detriments of intragroup conflict.Administrative Science Quarterly,40(2),256-285.
Keller,T.,&Weibler,J.(2015).What it takes and costs to be an ambidextrous manager:Linking leadership and cognitive strain to balancing exploration and exploitation.Journal of Leadership&Organizational Studies,22(1),54-71.
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.
Lin,Z.,Yang,H.B.,&Demirkan,I.(2007).The performance consequences of ambidexterity in strategic alliance formations:Empirical investigation and computational theorizing.Management Science,53(10),1645-1658.
Luo,B.,Zheng,S.S.,Ji,H.M.,&Liang,L.(2016).Ambidextrous leadership and TMT-member ambidextrous behavior:The role of TMT behavioral integration and TMT risk propensity.The International Journal of Human Resource Management,1-22.
Luo,Y.D.,&Tung,R.L.(2007).International expansion of emerging market enterprises:A springboard perspective.Journal of International Business Studies,38(4),481-498.
Marion,R.M.,&van Bremen,L.(1999).The influence of organizational culture on strategic alliances.Association Management,51(4),86-92.
Minichilli,A.,Zattoni,A.,Nielsen,S.,&Huse,M.(2012).Board task performance:An exploration of micro-and macro-level determinants of board effectiveness.Journal of Organizational Behavior,33(2),193-215.
Neck,H.(2011).Cognitive ambidexterity:The underlying metal model of the entrepreneurial leader.In D.Greenberg,K.Mc Kone-Sweet,&H.J.Wilson,(Eds.),The new entrepreneurial leader:developing leaders who shape social and economic opportunity.San Francisco:BerrettKoehler Publishers.
Oh,I.S.,Kim,S.,&van Iddekinge,C.H.(2015).Taking it to another level:Do personality-based human capital resources matter to firm performance?Journal of Applied Psychology,100(3),935-947.
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