高管团队异质性对突破性创新的影响机制研究

The Influencing Mechanism of Top Management Team Heterogeneity on Radical Innovation

以我国A股制造业上市公司为样本,基于高层梯队理论探讨了高管团队异质性对突破性创新的影响,并整合社会比较和锦标赛视角分析了高管团队薪酬差距(包括水平薪酬差距和垂直薪酬差距)对这二者关系的调节作用。研究结果表明,高管团队职业背景异质性和海外背景异质性均对突破性创新具有正向影响;水平薪酬差距负向调节高管团队海外背景异质性对突破性创新的影响,即当处于高水平薪酬差距时,高管团队海外背景异质性对突破性创新的正向影响会削弱;垂直薪酬差距正向调节高管团队职业背景异质性对突破性创新的影响,即当处于高垂直薪酬差距时,高管团队职业背景异质性对突破性创新的正向影响会增强。

By examining a sample of Chinese A-share listed manufacturing companies,this study explores the link between top management team(TMT)heterogeneity and radical innovation based on Upper Echelons Theory,and analyzes the moderating effects of TMT pay disparity(i.e.,horizontal pay disparity and vertical pay disparity)combining with the view of social comparison and tournament.The results indicate that:Both functional heterogeneity and international heterogeneity positively influence radical innovation;Horizontal pay disparity negatively moderates the impact of international heterogeneity on radical innovation,that is,when horizontal pay disparity is at a high level,the positive impact of international heterogeneity on radical innovation will be weakened;Vertical pay disparity positively moderates the impact of functional heterogeneity on radical innovation,that is,when vertical pay disparity is high,the positive impact of functional heterogeneity on radical innovation will be enhanced.