高管团队交互记忆系统与组织绩效:战略柔性的中介作用
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摘要
交互记忆系统对一般工作团队绩效的影响已经得到了国内外大量相关研究的支持,但鲜有研究探讨其在高管团队领域的影响后果及作用机制。本研究基于高阶理论,以148个企业的高管团队为研究对象,探讨高管团队交互记忆系统对组织绩效的影响,并揭示了战略柔性的中介作用。研究结果表明,高管团队交互记忆系统对组织绩效具有显著的正向影响;战略柔性在高管团队交互记忆系统与组织绩效的关系中起着部分中介作用;同时,技术动态性越强,战略柔性对组织绩效的正向影响就越强,战略柔性在高管团队交互记忆系统与组织绩效之间所起的中介效应也越强。
Transactive memory is defined as a system for the shared division of cognitive labor with respect to encoding, storing, and retrieving knowledge from individual areas of expertise. A substantial body of research has demonstrated that transactive memory systems can have an effect on team performance. However, little has been known about the impact and mechanism of transactive memory systems in top management teams. Upper echelons theory argues that the cognitive processes of top management teams have significant implications for organizational behavior and performance. Base on above theory, we try to examine the impact of top management teams' transactive memory systems on firm performance and reveal the mediating role of strategic f lexibility between them. In this paper, we develop four hypotheses. The first is about the main relationship between top management teams' transactive memory systems and firm performance; the second hypothesis is that strategic f lexibility mediates the relationship between top management teams' transactive memory systems and firm performance; the third is about the moderating effect of the technological dynamics on the relationship between strategic f lexibility and firm performance; the final hypothesis is a complicated moderated mediation model. We collect survey data from 200 EMBA students at the business school of a prestigious university in Shanghai. Those EMBA students are from different enterprises and all of them are top management team members in their organizations. Finally 148 valid questionnaires are obtained. Based on those data, the empirical results show that top management team transactive memory has a significant positive influence on firm performance. Strategic flexibility partially mediates the relationship between top management team transactive memory and firm performance. Meanwhile, strategic f lexibility will have a more positive impact on firm performance and a stronger mediating role between top management team transactive memory and firm performance when the technological dynamics is higher. Finally, the theoretical and practical implications are discussed and directions for future research are proposed.
Transactive memory is defined as a system for the shared division of cognitive labor with respect to encoding, storing, and retrieving knowledge from individual areas of expertise. A substantial body of research has demonstrated that transactive memory systems can have an effect on team performance. However, little has been known about the impact and mechanism of transactive memory systems in top management teams. Upper echelons theory argues that the cognitive processes of top management teams have significant implications for organizational behavior and performance. Base on above theory, we try to examine the impact of top management teams' transactive memory systems on firm performance and reveal the mediating role of strategic f lexibility between them. In this paper, we develop four hypotheses. The first is about the main relationship between top management teams' transactive memory systems and firm performance; the second hypothesis is that strategic f lexibility mediates the relationship between top management teams' transactive memory systems and firm performance; the third is about the moderating effect of the technological dynamics on the relationship between strategic f lexibility and firm performance; the final hypothesis is a complicated moderated mediation model. We collect survey data from 200 EMBA students at the business school of a prestigious university in Shanghai. Those EMBA students are from different enterprises and all of them are top management team members in their organizations. Finally 148 valid questionnaires are obtained. Based on those data, the empirical results show that top management team transactive memory has a significant positive influence on firm performance. Strategic flexibility partially mediates the relationship between top management team transactive memory and firm performance. Meanwhile, strategic f lexibility will have a more positive impact on firm performance and a stronger mediating role between top management team transactive memory and firm performance when the technological dynamics is higher. Finally, the theoretical and practical implications are discussed and directions for future research are proposed.
引文
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[29]谢凤华,古家军.T M T优化配置的影响因素及与组织效能关系:概念性框架的建立.科学学与科学技术管理,2008,29(6):35-39.
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[37]刘兵,李嫄,郭然.基于高管团队领导权配置视角的企业战略柔性研究前沿探析.外国经济与管理,2012,34(10):57-66.
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[39]Dess,G.G.,Beard,D.W..Dimensions of Organizational Task Environments.Administrative Science Quarterly,1984,29(1):52-73.
[40]Anderson,P.,Tushman,M.L..Organizational Environments and Industry Exit:The Effects of Uncertainty,Munificence and Complexity.Industrial and Corporate Change,2001,10(3):675-711.
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[43]Nadkarni,S.,Herrmann,P.O.L..CEO Personality,Strategic Flexibility,and Firm Performance:The Case of the Indian Business Process Outsourcing Industry.Academy of Management Journal,2010,53(5):1050-1073.
[44]彭说龙,谢洪明,陈春辉.环境变动、组织学习与组织绩效的关系研究.科学学与科学技术管理,2005,26(11):106-110.
[45]Wang,D.,Tsui,A.S.,Zhang,Y..Employment Relationships and Firm Performance:Evidence from an Emerging Economy.Journal of Organizational Behavior,2003,24(5):511-535.
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[2]Hambrick,D.C.,Cho,T.S.,Chen,M.J..The Influence of Top Management Team Heterogeneity on Firms`Competitive Moves.Administrative Science Quarterly,1996,41(4):659-684.
[3]Katzenbach,J.R..The Myth of the Top Management Team.Harvard Business Review,1997,75(6):82-91.
[4]李绍龙,龙立荣,贺伟.高管团队薪酬差异与企业绩效关系研究:行业特征的跨层调节作用.南开管理评论,2012,15(4):55-65.
[5]Heavey,C.,Simsek,Z..Transactive Memory Systems and Firm Performance:An Upper Echelons Perspective.Organization Science,2015,26(4):941-959.
[6]Wei,L.Q.,Wu,L..What a Diverse Top Management Team Means:Testing an Integrated Model.Journal of Management Studies,2013,50(3):389-412.
[7]Austin,J.R..Transactive Memory in Organizational Groups:The Effects of Content,Consensus,Specialization,and Accuracy on Group Performance.Journal of Applied Psychology,2003,88(5):866.
[8]Moreland,R..Transactive Memory and Job Performance:Helping Workers Learn Who Knows What Shared Cognition in Organizations:The Management of Knowledge.Mahwah,NJ:Lawrence Erlbaum Associates,Inc,1999:3-32.
[9]Ren,Y.,Carley,K.M.,Argote,L..The Contingent Effects of Transactive Memory:When Is It More Beneficial to Know What Others Know?Management Science,2006,52(5):671-682.
[10]Wegner,D.M.,Giuliano,T.,Hertel,P.T..Cognitive Interdependence in Close Relationships.Compatible and Incompatible Relationships.Springer.New York,1985:253-276.
[11]Lewis,K..Measuring Transactive Memory Systems in the Field:Scale Development and Validation.Journal of Applied Psychology,2003,88(4):587.
[12]林晓敏,林琳,王永丽,白新文.授权型领导与团队绩效:交互记忆系统的中介作用.管理评论,2014,26(1):78-87.
[13]张钢,熊立.成员异质性与团队绩效:以交互记忆系统为中介变量.科研管理,2009,30(1):71-80.
[14]Lewis,K.,Herndon,B..Transactive Memory Systems:Current Issues and Future Research Directions.Organization Science,2011,22(5):1254-1265.
[15]Ren,Y.,Argote,L..Transactive Memory Systems 1985-2010:An Integrative Framework of Key Dimensions,Antecedents,and Consequences.The Academy of Management Annals,2011,5(1):189-229.
[16]Cohen,S.G.,Bailey,D.E..What Makes Teams Work:Group Effectiveness Research from the Shop Floor to the Executive Suite.Journal of Management,1997,23(3):239-290.
[17]周晓东,胡玲.交互记忆系统对高管团队有效性影响的实证研究.南华大学学报:社会科学版,2014,15(1):53-58.
[18]Hitt,M.A.,Keats,B.W.,De Marie,S.M..Navigating in the New Competitive Landscape:Building Strategic Flexibility and Competitive Advantage in the 21st Century.The Academy of Management Executive,1998,12(4):22-42.
[19]刘兵,高雪冬,李嫄,王旭勍.企业高管团队权力分配,战略构想与战略柔性关系研究——基于中小板上市公司的经验证据.工业技术经济,2014,33(7):75-86.
[20]谢卫红,王永健,蓝海林.高管团队智力资本、战略柔性与企业财务绩效互动关系研究——以珠三角制造企业为例.现代财经(天津财经大学学报),2013,(4):81-89.
[21]Das,T.K.,Elango,B..Managing Strategic Flexibility:Key to Effective Performance.Journal of General Management,1995,(20):60-60.
[22]王永贵,邢金刚,李元.战略柔性与竞争绩效:环境动荡性的调节效应.管理科学学报,2004,7(6):70-78.
[23]项国鹏,张旭,徐立宏.环境动态性对战略柔性与企业绩效关系的调节效应——基于浙江民营企业的实证研究.浙江工商大学学报,2012,1(1):52-58.
[24]Jaworski,B.J.,Kohli,A.K..Market Orientation:Antecedents and Consequences.The Journal of Marketing,1993,57(3):53-70.
[25]Lewis,K.,Lange,D.,Gillis,L..Transactive Memory Systems,Learning,and Learning Transfer.Organization Science,2005,16(6):581-598.
[26]Hambrick,D.C.,Mason,P.A..Upper Echelons:The Organization as a Reflection of Its Top Managers.Academy of Management Review,1984,9(2):193-206.
[27]陶建宏,师萍,段伟宇.高阶理论研究综述——基于跨层次整合视角.科技管理研究,2013,33(10):224-229.
[28]陈昀,贺远琼,陈向军,段熠.TMT特征对多元化与企业绩效关系的调节效应研究.预测,2011,30(1):10-17.
[29]谢凤华,古家军.T M T优化配置的影响因素及与组织效能关系:概念性框架的建立.科学学与科学技术管理,2008,29(6):35-39.
[30]李卫宁,吴荻.基于T M T年龄和任期异质性调节效应的新任CEO显性特征与经营绩效关系研究.管理学报,2014,11(8):1158-1167.
[31]陈晓刚,李雪,崔颖安.交互记忆系统对知识分享的影响机制研究——基于开源软件团队的检验.科研管理,2014,(6):145-153.
[32]Mohammed,S.,Dumville,B.C..Team Mental Models in a Team Knowledge Framework:Expanding Theory and Measurement across Disciplinary Boundaries.Journal of Organizational Behavior,2001,22(2):89-106.
[33]Grewal,R.,Tansuhaj,P..Building Organizational Capabilities for Managing Economic Crisis:The Role of Market Orientation and Strategic Flexibility.Journal of Marketing,2001,65(2):67-80.
[34]Shimizu,K.,Hitt,M.A..Strategic Flexibility:Organizational Preparedness to Reverse Ineffective Strategic Decisions.The Academy of Management Executive,2004,18(4):44-59.
[35]郭海,李垣,廖貅武,段熠.企业家导向、战略柔性与自主创新关系研究.科学学与科学技术管理,2007,28(1):73-77.
[36]肖慧琳,李卫锋.探索高管团队决策过程的“黑盒子”——基于信息处理的实验心理学研究.第六届(2011)中国管理学年会—组织与战略分会场论文集,2011.
[37]刘兵,李嫄,郭然.基于高管团队领导权配置视角的企业战略柔性研究前沿探析.外国经济与管理,2012,34(10):57-66.
[38]苏中锋,谢恩,孙永风.环境的包容性和复杂性对战略柔性实施效果的影响研究.科学学与科学技术管理,2006,27(9):119-123.
[39]Dess,G.G.,Beard,D.W..Dimensions of Organizational Task Environments.Administrative Science Quarterly,1984,29(1):52-73.
[40]Anderson,P.,Tushman,M.L..Organizational Environments and Industry Exit:The Effects of Uncertainty,Munificence and Complexity.Industrial and Corporate Change,2001,10(3):675-711.
[41]Kessler,E.H.,Bierly,III.P.E..Is Faster Really Better?An Empirical Test of the Implications of Innovation Speed.Engineering Management,IEEE Transactions on,2002,49(1):2-12.
[42]Heavey,C.,Simsek,Z..Distributed Cognition in Top Management Teams and Organizational Ambidexterity the Influence of Transactive Memory Systems.Journal of Management,2017,43(3),919-945.
[43]Nadkarni,S.,Herrmann,P.O.L..CEO Personality,Strategic Flexibility,and Firm Performance:The Case of the Indian Business Process Outsourcing Industry.Academy of Management Journal,2010,53(5):1050-1073.
[44]彭说龙,谢洪明,陈春辉.环境变动、组织学习与组织绩效的关系研究.科学学与科学技术管理,2005,26(11):106-110.
[45]Wang,D.,Tsui,A.S.,Zhang,Y..Employment Relationships and Firm Performance:Evidence from an Emerging Economy.Journal of Organizational Behavior,2003,24(5):511-535.
[46]Tan,J.,Litsschert,R.J..Environment-strategy Relationship and Its Performance Implications:An Empirical Study of the Chinese Electronics Industry.Strategic Management Journal,1994,15(1):1-20.
[47]连燕玲,贺小刚.CEO开放性特征,战略惯性和组织绩效——基于中国上市公司的实证分析.管理科学学报,2015,18(1):1-19.
[48]谢洪明,刘常勇,陈春辉.市场导向与组织绩效的关系、组织学习与创新的影响.管理世界,2006,(2):80-94.
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