高階管理團隊的多樣性和企業社會績效之關聯性

Abstract

本研究探討高階管理團隊的多樣性和企業社會績效的關聯性，延續Hambrick and Mason（1984）高層理論的觀點，高階管理團隊的異質性會影響企業的營運成果，但是實證研究對兩者之間的關係有不確定的結果，為了綜合和匯總高階管理團隊多樣性和績效之間的連結，本研究使用普通最小平方迴歸模型來檢測兩者的關係，並以基於KLD標準製作的指數衡量企業社會績效，研究對象是台灣的296間上市、上櫃公司，研究期間在2013年至2016年間，統計結果顯示高階管理團隊教育的地區多樣性和企業社會績效有顯著的正向關係，而高階管理團隊的性別多樣性及教育程度多樣性對企業社會績效則沒有顯著的影響，進一步拆解KLD項下的七個維度分析，高階管理團隊的性別多樣性在公司治理上有顯著的負相關，而高階管理團隊的教育程度多樣性在社區、公司治理及勞工關係上有顯著的負相關。

This thesis examines the association between top management team (TMT) diversity and corporate social performance (CSP). A continuation of Hambrick and Mason (1984) upper echelons theory (UET), heterogeneity in TMT can affect a firm's operating results. However, empirical research has inconclusive results on the relationship between the two. In order to synthesize and aggregate the link between the diversity-performance link, we use the ordinary least squares regression (OLS) model to detect the relationship between the two. We use the index produced by the KLD standard to measure CSP. The sample is 296 listed and OTC companies in Taiwan and the research period is draw from 2013 to 2016. The statistical results show that there is a significant positive relationship between the TMT education regional diversity and CSP, while the TMT gender diversity and TMT education level diversity have no significant impact on CSP. Further breaking down the KLD into seven dimensions, the TMT gender diversity has a significant negative impact on corporate governance. Also, the TMT education level diversity has a significant negative correlation with community, corporate governance and employee relations.