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基于团体断裂带和团队过程理论的双重视角下,以长三角地区96家高科技企业的高管团队(TMT)为研究对象,实证考察了TMT结构差异性(包括TMT异质性和团体断裂带)对创新绩效的影响,以及团队自反性的调节作用。结果表明:TMT教育异质性、任期异质性和职业背景异质性与创新绩效正相关,团队自反性正向调节此关系。年龄异质性与创新绩效负相关,团队自反性的调节作用不显著。团体断裂带与创新绩效负相关,团队自反性能够调节两者之间的关系,使团体断裂带对创新绩效的负向影响减弱。
Based on the theory of group fracture zone and team process theory, this study investigated the TMT structural differences (including TMT heterogeneity and group fault zone) based on the TMT of 96 hi-tech enterprises in the Yangtze River Delta region ) Impact on innovation performance, and team self-reflexivity. The results show that: TMT heterogeneity of education, tenure heterogeneity and occupational heterogeneity are positively correlated with innovation performance, and team self-reflexivity positively regulates this relationship. Age heterogeneity is negatively correlated with innovation performance, and the team regressive effect is not significant. The group fault zone is negatively correlated with the innovation performance, and the team reflexivity can adjust the relationship between the two so that the negative impact of the group fault zone on the innovation performance is weakened.