Is Heterogeneity Better? The Impact of Top Management Team Characteristics on Enterprise Innovation Performance

Wang, Haihong; He, Wenjun; Yang, Yufan

doi:10.3390/bs12060164

Cited by 12 publications

(9 citation statements)

References 47 publications

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“…Upper echelons theory suggests that demographic (surface-level) characteristics can act as proxies for deep-level differences (Hambrick and Mason, 1984). Surface-level characteristics act as a stand-in for cognitive resources and personal, difficult to discern, characteristics (Jackson et al , 1995; Soleimani and Stauffer, 2022; Wang et al , 2022). For instance, research using upper echelons theory has demonstrated linkages between the demographic characteristics of a firm’s leaders and organizational decisions and outcomes (Finkelstein et al , 1996; Javed et al , 2023; Roberson and Hyeon, 2007; Schumann et al , 2023).…”

Section: Literature Reviewmentioning

confidence: 99%

The relationship between women and racial minority employees/managers and financial performance

Smith,

De Leon

2023

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Purpose Diversity, equity and inclusion (DEI) have become prioritized goals of business, such as hiring more women and racial minorities. This study adds to the body of research regarding the value of diversity in organizations by examining the relationship between diversity at the workforce level and the financial performance of the organization. The empirical results of prior research have provided mixed results, finding mainly positive, but also negative, and nonsignificant relationships (Sharma et al., 2020; Vlas et al., 2022). The purpose of this study is to examine the current employment status of women and racial minorities in top US companies, then analyze if a correlation exists between a company’s profit margin and its percentage of women and racial minority employees and managers. Design/methodology/approach This study examined the top 200 companies in the Fortune 500 companies; these are the largest companies by revenue in the USA. Companies were ranked according to each variable (% of women employees, % of racial minority employees, % of women managers and % of racial minority managers) and then divided into equal quartiles. The mean profit margin for the top quartile was compared with the mean profit margin for the bottom quartile. T-tests were used to determine whether significant differences in profit margin exist between companies. This methodology of comparing top and bottom quartiles was developed in prior studies. Findings Fortune 200 companies have an average of 40% women and also 40% racial minorities in their workforce. Both women and racial minorities account for a smaller percentage of managers. Women account for 34% of managers, while racial minorities account for 29%. There is a significant positive relationship between profit margin and two of the variables. Companies with 45% or more women managers have a significantly higher profit margin than companies with the lowest percentages of women managers. Companies with 48% or more racial minority employees have a significantly higher profit margin than companies with the lowest percentages of racial minority employees. These findings are in-line with the existing body of research that has found mixed impacts of diversity on firm performance (cf. Hoobler et al., 2018; Leung et al., 2022) and draws attention to the need to consider the impact of gender and racial diversity on firms at various management levels within the firm to better understand the impact that increasing diversity has on firm performance (cf. Curado et al., 2022). Originality/value This paper adds to the body of knowledge by assessing the current status of women and racial minorities in top US companies and, then, analyzing if a correlation exists between a company’s profit margin and the number of women and racial minority employees and managers. Findings provide companies with further incentive to maintain DEI as a prioritized goal.

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Section: Literature Reviewmentioning

confidence: 99%

The relationship between women and racial minority employees/managers and financial performance

Smith,

De Leon

2023

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“…They were all engaged in research in the elds of public health, emergency management, and disaster relief, and held positions in management and technical posts, with in-depth understanding and unique views on rescue work. A group composed of experts from different professions and professional elds will have deeper and broader discussions than any group composed of experts from the same eld, and can produce more scienti c results [11]. Therefore, the evaluation model generated in this study can be applied to the actual evaluation of bioterrorism work management, personnel quality, and the operational ability of the rescue team.…”

Section: Selection Of Expertsmentioning

confidence: 99%

Measuring the capability of biological incident rescue teams in China: Based on fuzzy analytic Hierarchy Process

Yao

Chao

Zhang

et al. 2023

Preprint

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Background: Emergency rescue offers an important means to effectively respond to disasters and quickly restore normalization afterwards. With the rapid development of biotechnology, it is crucial to evaluate rescue capability in response to bioterrorism incidents, yet there is a lack of specific measurement standards and complete evaluation system. The purpose of this article is to establish an evaluation system for emergency rescue capability during bioterrorism events. Methods: The index was established through the improved Delphi method, while the fuzzy comprehensive evaluation model was established on the basis of AHP. Experts in disaster work and research were invited to rate indicator items using the Likert scale, calculating the degree of agreement for each indicator using the Kendall coefficient W to assess expert consensus, then screen and identify indicators using the cutoff method. The fuzzy comprehensive evaluation model was formed by calculating the weight of the judgment matrix. Results: Over two rounds of expert inquiry, 11 experts participated in the improved Delphi study (the response rate was 100%), and the Kendall coordination coefficients of the first and second rounds were 0.303 and 0.632 respectively (P < 0.05). According to the comprehensive score, coefficient of variation and full score ratio, 5 first-level indicators and 25 second-level indicators were determined. A fuzzy comprehensive evaluation model based on AHP was established to evaluate the rescue response from bioterrorism. Conclusions: The expert group reached a consensus on all indicators of the model and overall, the model has sound content validity. The next step is to transform the evaluation model into a scale, verify its operability, and apply it to actual evaluation work to promote capacity building across the biological incident rescue team.

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“…The environmental identity of TMT is the extent to which the TMT's self-conceptualizes toward the environment, and a TMT who has a high level of environmental identity will affect a company's strategic choice [38]. In addition, based on upper echelons theory [39], a TMT's decision-making processes are caused by supervisors' characteristics, and leadership is a key characteristic of a supervisor [40][41][42][43], supporting the mediating role of environmental identity. Indeed, as discussed above, sustainable leadership promotes the environmental identity of the TMT, and the environmental identity of the TMT will influence a company's strategic choice.…”

Section: The Mediating Role Of the Environmental Identity Of The Tmtmentioning

confidence: 99%

How Does Sustainable Leadership Affect Environmental Innovation Strategy Adoption? The Mediating Role of Environmental Identity

Chang

Lee

et al. 2023

IJERPH

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This paper uses social identity theory to develop an environmental identity theory and interpret why sustainable leadership can influence environmental identity, which in turn, results in environmental innovation strategy (EIS) adoption. Data were collected from 90 samples of technology manufacturing firms in Taiwan, and a latent growth curve model was employed to analyze the longitudinal data. The research results confirm all hypotheses. Mediating analysis also supports the environmental identity as a mediating role between sustainable leadership and EIS. Indeed, past studies have not explored the mechanism studied in this paper, a novel mechanism which can not only advance the literature on sustainable development but also help companies to realize sustainable development through environmental innovation strategy adoption.

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Is Heterogeneity Better? The Impact of Top Management Team Characteristics on Enterprise Innovation Performance

Cited by 12 publications

References 47 publications

The relationship between women and racial minority employees/managers and financial performance

The relationship between women and racial minority employees/managers and financial performance

Measuring the capability of biological incident rescue teams in China: Based on fuzzy analytic Hierarchy Process

How Does Sustainable Leadership Affect Environmental Innovation Strategy Adoption? The Mediating Role of Environmental Identity

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