人口特征异质性对高管离职率的作用研究

A Study of the Impact of Demographic Heterogeneity on Top Management Team’s Turnover

高层管理人员的离职原因是组织行为领域的学者经常研究的主题之一。不少学者以美国和日本等发达国家的企业为样本研究人口特征异质性对高管离职率的作用,然而,人口特征异质性程度及其对高管离职率的影响可能受到社会文化情境和组织过程的影响,以中国企业为样本进行研究可以检验相关理论在中国情境下的适用性,并丰富相关的经验证据。本文以信息技术行业、可选消费行业的211家上市公司为研究样本,结果发现:年龄异质性与离职率显著正相关,学历异质性与离职率边际正相关,团队任期异质性与离职率正相关,但统计意义不显著。企业绩效与高管离职率显著负相关;与人口特征异质性相比,企业绩效对高管离职具有更强的解释能力。本研究的结论表明:人口特征异质性对高管离职率的效应可能受到社会文化情境的影响,相关的跨文化比较研究值得提倡。

The reason for top managers’ turnover is one of the most frequently studied topics in the area of organizational behavior. Several scholars have explored the role of demographic diversity in affecting the turnover rate of top management teams(TMTs) by using enterprises from advanced countries including America and Japan as research samples. However, the level of demographic heterogeneity and its impact on TMTs’ turnover rate may be influenced by sociocultural context and organizational process. For this reason, we can test the applicability of the related theories developed in other countries and enrich the empirical evidences. By using 211 listed companies in the IT and consuming goods industries as our research sample, we find the following results: Age diversity is significantly positively related to the turnover rate; education diversity relates positively to turnover rate while the effect is marginal; the heterogeneity of team tenures is positively related to turnover rate but not significant; compared with demographic heterogeneity, the enterprises’ performance explain more variance of the turnover rate. Our results indicate that the impact of demographic heterogeneity on TMTs’ turnover rate may be moderated by some sociocultural factors and the relevant cross-cultural comparative researches are advocated.