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.

调查民族文化对多元文化团队的战略决策和决策过程的影响，涉及使用定量方法来评估高层管理团队在文化平衡时是否表现更好并且更有可能采取某些战略方法价值观（使用霍夫斯泰德的数据衡量）有所不同，重点关注诸如文化多元化团队中的群体内冲突程度以及这些团队对影响结果的管理自由裁量权的程度等变量。该研究还关注文化价值观对高管薪酬方案及其结构的影响，例如，更个人主义的管理者是否倾向于获得更高的绩效薪酬，以及权力距离高的首席执行官是否有更高的收入与下一个最高薪酬高管的差异。该研究重点关注现有文献中的一些空白，提出整合 Hambrick 和 Mason (1984) 的高层理论和 Hofstede (1980) 的文化价值观理论，以回答有关高管民族背景影响的新问题一系列组织成果（例如绩效、战略选择、高管薪酬）。还建议更广泛地研究多元文化团队的决策，通过使用定性和实验方法来观察参与者的确切文化价值观（通过价值观调查衡量）已知的情况下的决策过程和行为。