Ethnic minority status, political capital, and executive turnover in China: The moderating role of ethnic autonomous regions
Ethnic minority status, political capital, and executive turnover in China: The moderating role of ethnic autonomous regions
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DOI：
10.1007/s10490-022-09808-x
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发表时间：
2022-02
影响因子：
5.4
通讯作者：
Xuhua Wei;Min Wang;Jianzu Wu
中科院分区：
文献类型：
--
作者：
Xuhua Wei;Min Wang;Jianzu Wu
社会分类理论认为，少数族裔高管更容易受到多数人的排斥。这反过来又导致这些少数群体离开他们目前工作的组织。然而，社会分类的视角忽视了不同国家和地区少数民族的制度背景。本研究从制度理论的角度考察了少数民族地位对高管离职的抑制效应，并探讨了少数民族地位对高管离职的潜在中介和调节变量。基于中国所在的沪深交易所A股上市公司2009年至2018年的42,350个高管年度观察数据以及其一年的滞后营业额数据，我们发现少数民族地位会提升高管的政治资本，进而降低少数民族高管的后续离职行为。调节中介分析表明，少数民族地位通过政治资本对高管更替的间接负向效应受到民族自治地方的调节。少数民族地位与高管更替之间的间接负关系被发现，当高管来自非民族自治区时，其间接负关系比民族自治地区强。我们的研究结果对少数民族高管的管理和少数民族机构的设计具有理论和实践意义。
Social categorization theory argues that ethnic minority executives are more likely to be ostracized by the majority. This in turn leads to these minorities quitting the organizations where they are currently working. However, the perspective of social categorization ignores the ethnic minority institutional backgrounds of different countries and regions. This study examined the inhibiting effect of ethnic minority status on executive turnover from the perspective of institutional theory and explored the potential mediating and moderating variables in the relationship. Based on 42,350 executive-year observations of A-share listed companies in China’s Shanghai and Shenzhen stock market exchanges from 2009 to 2018 and their one-year lagged turnover data, ethnic minority status was found to promote executives’ political capital and then decrease the subsequent turnover behavior of ethnic minority executives. Moderated mediation analysis revealed that the indirect negative effect of ethnic minority status on executive turnover through political capital was moderated by ethnic autonomous regions. The indirect negative relationship between ethnic minority status and executive turnover was found to be stronger when the executive is from a non-ethnic than an ethnic autonomous region. Our results have theoretical and practical implications for the management of ethnic minority executives and the design of ethnic minority institutions.