企业高管团队中成员变更的研究述评

A Review on Studies of Turnover in Top Management Teams

自从1984年Hambrick与Mason提出"高阶理论"后,学者们不断印证或质疑高阶理论,取得了丰富的研究成果,其中一个重要方向是对高管团队中成员变更进行了大量的研究,结果表明高管团队个人特征、人际关系和团队外部环境等因素影响高管团队变更。高管团队成员变更影响到团队认知、团队拥有的社会资本以及团队运作过程,进而影响到企业长远发展。高阶理论和代理理论是研究高管团队成员变更的理论基础。高管团队成员变更的研究框架可以构建为企业所处的外部环境、组织因素和高管团队个人因素影响高管成员的变更。

Since Hambrick and Mason came up with the upper echelons theory in 1984, scholars constantly verified or oppugned this theory, and gained rich research findings. And an important direction is a lot of study on turnover in top management team. The research showed that personal characteristics, interpersonal relationships and external environment factors of the top management team affected team turnover. Turnover in top management team influenced the cognition of the team, the social capital and the team operation, which will further affect the enterprise long-term development. The upper echelons theory and the principal-agent theory are the theoretical principles of studying turnover in top management team. The research framework of turnover is that, the external environment of an enterprise, the organizational factors and the team member＇s personal factors will affect the turnover in top management team.