USST_Arts_112070649基于团队自反性的科技型企业TMT特征对企业绩效的影响研究
VIP免费
摘 要
近年来，科技型企业的发展在我国处于上升趋势。科技型企业与一般企业相比，
更加注重创新，注重对于知识的需求。人员构成方面，普遍以高学历、拥有专业
技能的人员组成，管理难度较大。管理的不规范进一步严重制约了企业的健康的
发展。
目前，我国在对于科技型企业高管团队与企业绩效之间的相关研究存在着缺
位，并没有很好的理论来支撑日益庞大的产业。本研究意在丰富科技型企业高管
团队相关理论，为企业实务提供支持。
基于高管团队研究理论前沿，本研究通过文献综述分析了高管团队显性和隐性
特征、团队自反性以及科技型企业绩效研究的现状，找到切入点，构建了基于
“I-P-O”的理论框架并提出了以年龄均值、教育程度均值、任期均值、团队自反
性以及企业绩效为研究变量的假设。
本研究实证部分主要向在上海的 200 家科技型企业发放问卷，最终得到有效样
本共 172 个高管团队，共计 518 份问卷进行数据收集研究运用 SPSS17.0 及
Amos17.0 进行问卷分析和假设检验。通过研究得出如下结论：
1．科技型企业 TMT 某些显性特征对于其企业绩效具有显著影响。具体而言，
科技型企业 TMT 年龄均值对团队自反性具有显著的正向影响；科技型企业 TMT
教育程度均值对团队自反性具有显著的正向影响；科技型企业 TMT 任期均值对团
队自反性具有显著的正向影响。
2. 科技型企业 TMT 某些隐性特征对于其企业绩效具有显著影响。具体而言，
科技型企业 TMT 心理契约对团队自反性具有显著的正向影响；科技型企业 TMT
价值观对团队自反性具有显著的正向影响；科技型企业 TMT 能力对团队自反性具
有显著的正向影响；科技型企业 TMT 团队心理安全对团队自反性具有显著的正向
影响。
3．科技型企业 TMT 团队自反性对企业绩效具有显著的正向影响。
本文的研究成果对科技型企业高管团队人才选拔和团队运作方式提供了有效
的指导。在人才选拔上应该考虑到加入具有较好教育背景、忠诚度的员工，适当
考虑在团队中安排年长的高管成员。应该在高管团队成员选拔时对候选者价值观
和能力建立完善的评估体系并选择各项水平相对较高者。应当建立良好的企业氛
围和高管团队氛围，增强团队心理安全和心理契约对于团队自反性的促进作用。
关键词：科技型企业 高管团队 企业绩效 团队自反性
ABSTRACT
The development of science and technology enterprises in recent years in our
country is on the rise. Compared with the traditional business, science and technology
enterprises pay more attention to innovation and the needs of knowledge. Those
enterprises usually consist of educated and skilled employees, which enlarge the
difficulty on management. What’s more, non-standard management added more
problems to the healthy development of those enterprises.
At present, research on the relationship between the top management team and the
performance of China's science and technology enterprises remain empty. There is no
good theory to support the increasingly large industries. The purpose of this research is
to rich relative theory and to support the practice of the industry.
Based on the TMT theory, this research analyzed the dominant and recessive
characteristics, team reflexivity and enterprise performance and found the entry point;
then, built a theoretical framework based on "I-P-O" and raised assumptions, which
consist of the following variables: average age, average education, average term,
psychological contract, values , abilities, enterprise performance.
The research investigated 200 science and technology enterprises in Shanghai and
finally got 172 effective samples including 518 questionnaires. The research used SPSS
17.0 and Amos 17.0 to analyze the data and drew the conclusions as follows:
1. Some dominant characteristics of TMT in science and technology
enterprises have a significant impact on team reflexivity. Specifically, mean age of TMT
in science and technology enterprises has a significant positive impact on team
reflexivity; mean education of TMT in science and technology enterprises has a
significant positive impact on team reflexivity; mean term of TMT in science and
technology enterprises has a significant positive impact on team reflexivity
2. Some recessive characteristics of TMT in science and technology
enterprises have a significant impact on team reflexivity. Specifically, Psychological
contract of TMT in science and technology enterprises has a significant positive impact
on team reflexivity; values of TMT in science and technology enterprises has a
significant positive impact on team reflexivity; abilities of TMT in science and
technology enterprises has a significant positive impact on team reflexivity; team
psychological safety of TMT in science and technology enterprises has a significant
positive impact on team reflexivity.
3. Team reflexivity of TMT in science and technology enterprises has a significant
positive impact on enterprise performance.
Results of this study provide effective guidance on the selection of TMT members.
As for TMT selection, high education, loyalty should be taken into account. Adding
some aged members will be good for the team. Perfect evaluation system of values and
abilities should be established in the selection of TMT and candidates with high levels
should be chosen. Well atmosphere within both the enterprises and TMT should be
encouraged to increase the effect of team reflexivity in the promotion of enterprise
performance.
Keyword: science and technology enterprises, top management
team, enterprise performance, team reflexivity
目 录
中文摘要
ABSTRACT
第一章 绪论 .................................................................................................................... 1
1.1 研究背景 ............................................................................................................ 1
1.2 研究意义 ............................................................................................................ 2
1.3 研究方法、研究思路与技术路线 .................................................................... 3
1.3.1 研究方法 .................................................................................................. 3
1.3.2 研究思路与技术路线 .............................................................................. 5
1.4 本章小结 ............................................................................................................ 7
第二章 相关文献综述 .................................................................................................... 8
2.1 高层管理团队理论 ............................................................................................ 8
2.1.1 两代高层管理团队理论 .......................................................................... 8
2.1.1.1 第一代高层管理团队理论 ............................................................ 8
2.1.1.2 第二代高层管理团队理论 ............................................................ 9
2.1.2 高层管理团队特征研究 ........................................................................ 10
2.1.2.1 高层管理团队显性特征研究 ...................................................... 10
2.1.2.2 高层管理团队隐性特征研究 ...................................................... 12
2.1.2.3 高管团队特征研究评述 .............................................................. 15
2.1.3 高层管理团队的团队过程研究 ............................................................ 16
2.1.3.1 团队过程研究代表性观点 .......................................................... 16
2.1.3.2 高管团队过程研究评述 .............................................................. 17
2.2 团队自反性理论 .............................................................................................. 17
2.2.1 团队自反性研究概述 ............................................................................ 17
2.2.2 团队自反性的维度研究 ........................................................................ 18
2.2.3 团队自反性与效能研究 ........................................................................ 19
2.2.4 团队自反性影响因素研究 .................................................................... 21
2.2.5 团队自反性研究评述 ............................................................................ 21
2.3 科技型企业企业绩效理论研究 ...................................................................... 22
2.3.1 科技型企业的界定与特征 .................................................................... 22
2.3.1.1 科技型企业的界定 ...................................................................... 22
2.3.1.2 科技型企业的特征 ...................................................................... 22
2.3.2 科技型企业企业绩效指标设计 ............................................................ 23
2.3.3 科技型企业企业绩效研究评述 ............................................................ 24
2.4 本章小结 .......................................................................................................... 24
第三章 模型构建和理论假设 ...................................................................................... 25
3.1 理论假设模型 .................................................................................................. 25
3.2 研究假设的提出 .............................................................................................. 27
3.2.1 TMT 特征与团队自反性 ........................................................................ 27
3.2.1.1 TMT 显性特征与团队自反性 ...................................................... 27
3.2.1.2 TMT 隐性特征与团队自反性 ...................................................... 28
3.2.2 TMT 团队自反性与科技型企业绩效 .................................................... 29
3.3 本章小结 .......................................................................................................... 31
第四章 调查问卷的设计 .............................................................................................. 32
4.1 调查问卷设计总体思路 .................................................................................. 32
4.1.1 问卷结构 ................................................................................................ 32
4.1.2 问卷计分 ................................................................................................ 32
4.1.3 数据分析方法 ........................................................................................ 33
4.1.3.1 数据统计描述性特征的分析 ...................................................... 33
4.1.3.2 数据的可靠性分析 ...................................................................... 33
4.1.3.3 结构方程模型的方法 .................................................................. 33
4.2 高管团队显性特征的测度 .............................................................................. 34
4.3 高管团队隐性特征的测度 .............................................................................. 35
4.3.1 心理契约的测度 .................................................................................... 35
4.3.2 价值观的测度 ........................................................................................ 36
4.3.3 能力的测度 ............................................................................................ 37
4.3.4 团队心理安全的测度 ............................................................................ 38
4.4 团队自反性的测度 .......................................................................................... 39
4.5 企业绩效的测度 .............................................................................................. 40
4.6 本章小结 .......................................................................................................... 41
第五章 实证分析 .......................................................................................................... 42
5.1 样本数据描述性统计分析 .............................................................................. 42
5.2 数据信度与效度分析 ...................................................................................... 43
5.2.1 数据信度分析 ........................................................................................ 43
5.2.2 数据效度分析 ........................................................................................ 43
5.2.2.1 心理契约变量效度分析 .............................................................. 43
5.2.2.2 价值观变量效度分析 ................................................................ 45
5.2.2.3 能力变量效度分析 ...................................................................... 46
5.2.2.4 团队心理安全变量效度分析 ...................................................... 48
5.2.2.5 团队自反性变量效度分析 .......................................................... 48
5.2.2.6 企业绩效变量效度分析 .............................................................. 50
5.3 结构方程模型的构建与分析 .......................................................................... 51
5.4 本章小结 .......................................................................................................... 54
第六章 研究结论及展望 .............................................................................................. 55
6.1 研究结论 .......................................................................................................... 55
6.1.1 科技型高管团队自反性与团队特征以及企业绩效的关系 ................ 55
6.1.2 科技型高管团队显性特征相关结论 .................................................... 55
6.1.3 科技型高管团队心理契约相关结论 .................................................... 56
6.1.4 科技型高管团队价值观与能力相关结论 ............................................ 56
6.1.5 科技型高管团队心理安全相关结论 .................................................... 56
6.2 研究展望 .......................................................................................................... 57
6.2.1 研究不足 ................................................................................................ 57
6.2.2 研究创新及展望 .................................................................................... 57
附件一 ............................................................................................................................ 58
参考文献 ........................................................................................................................ 63
在读期间公开发表的论文和承担科研项目及取得成果 ............................................ 68
致谢 ................................................................................................................................ 69
相关推荐
作者：赵德峰
分类：高等教育资料
价格：15积分
属性：73 页
大小：3.47MB
格式：PDF
时间：2025-01-09
