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

对国家文化对多元文化团队的战略决策和决策过程的影响的调查，涉及使用定量方法来评估当文化价值观的平衡(使用Hofstede的数据)不同时，高层管理团队是否表现更好，是否更有可能采用某些战略方法，并关注变量，如文化多样性团队的内部冲突水平，以及这些团队在多大程度上拥有管理自由裁量权来影响结果。这项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，是否更个人主义的经理往往拥有更高的绩效薪酬比率，以及权力距离越远的CEO与薪酬第二高的高管的收入差距是否更大。这项研究着眼于现有文献中的一些空白，提出了汉布里克和梅森(1984)的上层梯队理论和霍夫斯特德(1980)的文化价值理论的整合，以回答关于高管的国家背景对一系列组织结果(如绩效、战略选择、高管薪酬)的影响的新问题。还建议更广泛地研究多文化团队的决策，方法是在知道参与者确切的文化价值观(通过价值观调查衡量)的情况下，使用定性和实验方法观察决策过程和行为。

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.