摘要
本文以我国IT行业上市公司为样本,从个人和团队整体两个层面分析了高层管理团队成员的异质性与高层更换的关系。结果表明:在个人层面,年龄和领薪方式的异质性增加了董事长、总经理更换的可能,任期的异质性并不能较好地解释董事长、总经理更换的原因;在团队整体层面,董事长、总经理更换可能性与领薪方式异质性显著正相关,与年龄、任期的异质性相关性不显著。本文的研究不仅从理论上进一步拓展了现有高层管理团队异质性与高层更换关系的相关理论,而且为企业的实践活动提供了实证依据。
The current study takes China′s listed IT companies as example to examine the relation between demographic diversity and top management turnovers (board chairman and CEO turnover) in terms of individual-level effects and team-level effects. Results indicate that in the individual-level, the dissimilarity in age and ways of receiving payment increases the likelihood of chairman and CEO turnover, while the dissimilarity in tenure does not increase it. In the team level, although the heterogeneity in age and tenure within TMT is not significantly related to board chairman and general manager′s turnover, the heterogeneity in ways of receiving payment is positively related to their turnover. The study not only extends the current theory on the relation between demographic diversity and top management turnovers, but also empirically examines the factors that lead to top management turnover in China′s transitional economy.
出处
《管理评论》
2005年第8期9-16,共8页
Management Review
