Effects of top management team heterogeneous background and behavioural attributes on the performance of new ventures

Systems Research and Behavioral Science

Volumn 30, Issue 3, 2013, Pages 354-366

  Cai, Li ^a   Liu, Qing ^a   Yu, Xiaoyu ^b  

^a JILIN UNIVERSITY   (China)

^b SHANGHAI UNIVERSITY   (China)

Author keywords

Firm performance; New ventures; Team conflict; TMT functional background heterogeneity

Indexed keywords

BEHAVIOURAL ASPECTS; FINANCIAL PERFORMANCE; FIRM PERFORMANCE; GROWTH PERFORMANCE; NEW VENTURES; TEAM CONFLICT; TMT FUNCTIONAL BACKGROUND HETEROGENEITY; TOP MANAGEMENT TEAMS;

INDUSTRY;

EID: 84878153155     PISSN: 10927026     EISSN: 10991743     Source Type: Journal    
DOI: 10.1002/sres.2176     Document Type: Article

References (59)

1. Amason AC. 1996. Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: resolving a paradox for top management teams. Academy of Management Journal 39(1): 123-148.
2. Amason AC, Sapienza HJ. 1997. Effects of top management team size and interaction norms on cognitive and affective conflict. Journal of Management 23(4): 495-516.
3. Amason AC, Schweiger DM. (1994). Resolving the paradox of conflict, strategic decision making, and organizational performance. International Journal of Conflict Management 5(3): 239-253.
4. Ancona DG, Caldwell DF. (1992). Bridging the boundary: external activity and performance in organizational teams. Administration Science Quarterly 37(4): 634-666.
5. Bantel KA, Jackson SE. 1989. Top management and innovations in banking: does the composition of the top team make a difference? Strategic Management Journal 10(2): 107-124.
6. Baron RA. 1998. Cognitive mechanisms in entrepreneurship: why and when entrepreneurs think differently than other people. Journal of Business Venturing 13(4): 275-294.
7. Barry B, Stewart GL. 1997. Composition, process, and performance in self-managed groups: The role of personality. Journal of Applied Psychology 82(1): 62-78.
8. Barsade SG, Ward AJ, Turner JDF, Sonnenfeld JA. 2000. To your heart's content: a model of affective diversity in top management teams. Administrative Science Quarterly 45(4): 802-836.
9. Bunderson JS, Sutcliffe KM. 2002. Comparing alternative conceptualizations of functional diversity in management teams: process and performance effects. Academy of Management Journal 45(5): 875-893.
10. Campion MA, Medsker GJ, Higgs AC. 1993. Relations between work group characterist and effectiveness: implications for designing effective work groups. Personnel Psychology 46(4): 823-850.
11. Cannella AA, Park J, Lee H. 2008. Top management team functional background diversity and firm performance: examining the roles of team member co-location and environmental uncertainty. Academy of Management Journal 51(4): 768-784.
12. Carpenter MA. 2002. The implications of strategy and social context for the relationship between top management team heterogeneity and firm performance. Strategic Management Journal 23(3): 275-284.
13. Chandler GN, Honig B, Wiklund J. 2002. Antecedents, moderators, and performance consequences of membership change in new venture teams. Journal of Business Venturing 20(5): 705-725.
14. Chatman JA, Flynn FJ. 2001. The influence of demographic heterogeneity on the emergence and consequences of cooperative norms in work teams. Academy of Management Journal 44(5): 956-974.
15. Chowdhury S. 2005. Demographic diversity for building an effective entrepreneurial team: is it important? Journal of Business Venturing 20(6): 727-746.
16. Doz YL, Kosonen M. 2007. The new deal at the top. Harvard Business Review June: 1-7.
17. Eisenhardt KM, Kahwajy JL, Bourgeois LJ. 1997. Conflict and strategic choice: how top management teams disagree. California Management Review 39(2): 42-62.
18. Ensley MD, Carland JW, Carland JA. 1998. The effect of entrepreneurial team skill heterogeneity and functional diversity on new venture performance. Journal of Business and Entrepreneurship 10(1): 1-14.
19. Ensley MD, Pearson AW, Amason AC. 2002. Understanding the dynamics of new venture top management teams: cohesion, conflict, and new venture performance. Journal of Business Venturing 17(4): 365-386.
20. Hambrick DC, Mason PA. 1984. Upper echelons: the organization as a reflection of its top managers. Academy of Management Review 9(2): 193-206.
21. Hambrick DC, Cho TS, Chen MJ. 1996. The influence of top management team heterogeneity on firms' competitive moves. Administrative Science Quarterly 41(4): 659-684.
22. Harrison D, Klein K. 2007. What's the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review 32(2): 1199-1228.
23. Harrison DA, Price KH, Bell MP. 1998. Beyond relational demography: time and the effects of surface- and deep-level diversity on work group cohesion. Academy of Management Journal 41(1): 96-107.
24. Jackson SE, Brett JF, Sessa VI, Cooper DM, Julin JA, Peyronnin K. 1991. Some differences make a difference: individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology 76(5): 675-689.
25. Janis IL. 1982. Groupthink: Psychological Studies of Policy Decisions and Fiascoes, Second Edition. Houghton Mifflin: New York.
26. Jehn KA, Northcraft GB, Neale MA. 1999. Why differences make a difference: a field study of diversity, conflict, and performance in workgroups. Administrative Science Quarterly 44(4): 741-763.
27. Kearney E, Gebert D, Voelpel SC. 2009. When and how diversity benefits teams: the importance of team members' need for cognition. Academy of Management Journal 52(3): 581-598.
28. Knight D, Pearce CL, Smith KG, et al. 1999. Top management team diversity, group process and strategic consensus. Administrative Science Quarterly 39(3): 412-438.
29. Langfred CW. 2007. The downside of self-management: a longitudinal study of the effects of conflict on trust, autonomy, and task interdependence in self-managing teams. Academy of Management Journal 50(4): 885-900.
30. Li L. 2011. Assessing the relational benefits of logistics services perceived by manufacturers in supply chain. International Journal of Production Economics 132(1): 58-67.
31. Li L. 2012. Effects of enterprise technology on supply chain collaboration: analysis of China-linked supply chain. Enterprise Information Systems 6(1): 55-77.
32. Li L, Ford J, Zhai X, Xu L. 2012a. Relational benefits and manufacturer satisfaction: an empirical study of logistics service in supply chain. International Journal of Production Research 50(19): 5445-5459.
33. Li Y, Zhu Z, Gerard C. 2012b. Lessons from conflict resolution: an opportunity to systems thinking. Systems Research and Behavioral Science 29(2): 209-220.
34. Lin Y, Duan X, Zhao C, Xu L. 2013. Systems Science Methodological Approaches. CRC Press: New York.
35. Luo Y, Park SH. 2001. Strategic alignment and performance of market-seeking MNCs in China. Strategic Management Journal 22(2): 141-155.
36. Marks MA, Mathieu JE, Zaccaro SJ. 2001. A temporally based framework and taxonomy of team processes. Academy of Management Review 26(3): 356-376.
37. Mathieu J, Maynard MT, Rapp T, Gilson L. 2008. Team effectiveness 1997-2007: a review of recent advancements and a glimpse into the future. Journal of Management 34(3): 410-476.
38. Michel JG, Hambrick DC. 1992. Diversification posture and top management team characteristics. Academy of Management Journal 35(1): 9-37.
39. Michie SG, Dooley RS, Fryxell GE. 2002. Top management team heterogeneity, consensus, and collaboration: a moderated mediation model of decision quality. Academy of Management Proceedings. BPS.
40. Miller CC, Burke LM, Glick WH. 1998. Cognitive diversity among upper-echelon executives: implications for strategic decision processes. Strategic Management Journal 19(1): 39-58.
41. O'Reilly CA, Snyder RC, Boothe JN. 1993. Executive team demography and organizational change. In Organizational change and redesign, Huber GP, Glick WH (eds.). Oxford University Press: New York.
42. Pelled LH. 1996. Demographic diversity, conflict, and work group outcomes: an intervening process theory. Organizational Science 7(6): 615-631.
43. Podsakoff PM, MacKenzie SB, Lee JY, Podsakoff NP. 2003. Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology 88(5): 879-903.
44. Priem RL, Lyon DW, Dess G. 1999. Inherent limitations of demographic proxies in top management team heterogeneity research. Journal of Management 25(6): 935-953.
45. Roseman IJ, Wiest C, Swartz TS. 1994. Phenomenology, behaviors, and goals differentiate discrete emotions. Journal of Personality and Social Psychology 67(2): 206-221.
46. Schweiger DM, Sandberg WR, Ragan JW. 1986. Group approaches for improving strategic decision making: a comparative analysis of dialectical inquiry, devil's advocacy, and consensus. Academy of Management Journal 29(1): 51-71.
47. Simons T, Pelled LH, Smith KA. 1999. Making use of difference: diversity, debate, and decision comprehensiveness in top management teams. Academy of Management Journal 42(6): 662-673.
48. Smith KG, Collins CJ, Clark KD. 2005. Existing knowledge, knowledge creation capability, and the rate of new product introduction in high-technology firms. Academy of Management Journal 48(2): 346-357.
49. Stam BW, Elfring T. 2008. Entrepreneurial orientation and new venture performance: the moderating role of intra- and extra- industry social capital. Academy of Management Journal 51(1): 97-111.
50. Stewart GL, Barrick MR. 2000. Team structure and performance: assessing the mediating role of intrateam process and the moderating role of task type. Academy of Management Journal 43(2): 135-148.
51. Tan W, Xu W, Li L, Yang Y, Jiang C, Choi J. 2012. A role-oriented service system architecture for enterprise process collaboration. Computers and Operations Research 39(8): 1893-1900.
52. Van de Vliert E, De Dreu CKW. 1994. Optimizing performance by conflict stimulations. International Journal of Conflict Management 5(3): 211-222.
53. Van Knippenberg D, De Dreu CKW, Homan AC. 2004. Work group diversity and group performance: an integrative model and research agenda. Journal of Applied Psychology 89(6): 1008-1022.
54. Wagner W, Pfeffer J, O'Reilly CA. 1984. Organizational demography and turnover in top management groups. Administration Science Quarterly 29(1): 74-92.
55. Wang DX, Tsui AS, Zhang YC, Ma L. 2003. Employment relationships and firm performance: evidence from an emerging economy. Journal of Organizational Behavior 24(5): 511-535.
56. Wei LQ, Lau CM. 2008. The impact of market orientation and strategic HRM on firm performance: the case of Chinese enterprises. Journal of International Business Studies 39(6): 980-995.
57. West CT, Schwenk CR. 1996. Top management team strategic consensus, demographic homogeneity and firm performance: a report of resounding nonfindings. Strategic Management Journal 17(7): 571-576.
58. Wiersema MF, Bantel KA. 1992. Top management team demography and corporate strategic change. Academy of Management Journal 35(1): 91-121.
59. Williams KL, O'Reilly C. 1998. The complexity of diversity: a review of forty years of research. In Gruenfeld D, Neale M (eds.). Research on Managing in Groups and Teams. JAI Press: Greenwich.