Ma Changlong, Ge Yuhui, Wang Jingwei
Business School, University of Shanghai for Science and Technology, Shanghai, China.
Front Psychol. 2021 Dec 23;12:772739. doi: 10.3389/fpsyg.2021.772739. eCollection 2021.
While usually argued to be improving firm performance, the effect of top management team (TMT) functional diversity on firm performance is mixed. Bridging the TMT diversity, team adaptation, and threat-rigidity literature, we present a contingency model in which the relationships between intrapersonal functional diversity (at both CEO and TMT levels) and adaptive firm performance depend on the CEO-TMT power gap and severity of threat. To test our hypotheses, 270 firms, which have been severely affected due to the COVID-19 pandemic, were selected from China's A-share listed companies. Multiple regression analyses have shown that a moderation of CEO intrapersonal functional diversity's effect on adaptive firm performance by the CEO-TMT power gap is moderated by the severity of threat. However, no significant main or interaction effect of TMT intrapersonal functional diversity was found. The findings of this study have implications for the recovery or improvement of firm performance in threat situations.
虽然通常认为高层管理团队（TMT）职能多样性会提升公司绩效，但它对公司绩效的影响却喜忧参半。整合TMT多样性、团队适应性和威胁僵化方面的文献，我们提出了一个权变模型，其中个人职能多样性（在首席执行官和TMT层面）与适应性公司绩效之间的关系取决于首席执行官与TMT的权力差距和威胁的严重程度。为了检验我们的假设，从中国A股上市公司中选取了270家因新冠疫情受到严重影响的公司。多元回归分析表明，首席执行官与TMT的权力差距对首席执行官个人职能多样性对适应性公司绩效的影响具有调节作用，而这种调节作用又受到威胁严重程度的影响。然而，未发现TMT个人职能多样性有显著的主效应或交互效应。本研究的结果对处于威胁情境下公司绩效的恢复或改善具有启示意义。
