The Effects of CEO National Culture and Top Management Team National Cultural Diversity on Strategic Choices, Firm Performance, and Executive Compensa

CEO民族文化和高层管理团队民族文化多样性对战略选择、公司绩效和高管薪酬的影响

• 批准号: 2615877
• 金额: --
• 依托单位: London School of Economics and Political Science
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2021
• 资助国家: 英国
• 起止时间: 2021 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2615877
• 关键词: Effects; CEO; National; Culture; Top

An investigation into the effects of national culture on strategic decision making and decision-making processes in multicultural teams, involving the use of quantitative methods to assess whether top executive teams perform better and are more likely to engage in certain strategic approaches when the balance of cultural values (measured using Hofstede's data) differs, with attention paid to variables such as the levels of intra-group conflict in culturally diverse teams and the extent to which these teams have managerial discretion to affect outcomes. The research is also interested in the effects of cultural values on top executives' compensation packages and the structure of these, for example whether more individualistic managers tend to have higher rates of performance-contingent pay and whether CEOs with high power distance have a greater earnings discrepancy with the next highest paid executive. The research focuses on a number of gaps in the existing literature, proposing an integration of Hambrick and Mason's (1984) Upper Echelons Theory and Hofstede's (1980) theory of cultural values in order to answer new questions about the effects of top executives' national backgrounds on a range of organisational outcomes (e.g. performance, strategic choices, executive compensation). It is also proposed to study decision-making in multicultural teams more generally by using qualitative and experimental methods to observe decision-making processes and behaviours in instances where the exact cultural values of participants (as measured by values surveys) are known.

调查民族文化对战略决策和决策过程的影响，在多元文化的团队，涉及使用定量方法来评估高层管理团队是否表现更好，更有可能从事某些战略方法时，文化价值观的平衡（使用霍夫施泰德的数据测量）不同，注意变量，如内部水平，文化多样性团队中的群体冲突，以及这些团队在多大程度上拥有影响结果的管理自由裁量权。该研究还对文化价值观对高管薪酬方案及其结构的影响感兴趣，例如，更具个人主义的管理人员是否倾向于拥有更高的绩效工资率，以及具有高权力距离的CEO是否与下一个最高薪酬的高管有更大的收入差异。研究集中在现有文献中的一些空白，提出了汉布里克和梅森（1984年）的上层梯队理论和霍夫施泰德（1980年）的文化价值观理论的整合，以回答新的问题，高层管理人员的国家背景对一系列的组织结果（如业绩，战略选择，高管薪酬）的影响。还建议更广泛地研究多文化团队的决策，在参与者的确切文化价值（通过价值观调查衡量）已知的情况下，使用定性和实验方法观察决策过程和行为。