請用此 Handle URI 來引用此文件:
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/88031
完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 劉念琪 | zh_TW |
dc.contributor.advisor | Nien-Chi Liu | en |
dc.contributor.author | 林政諺 | zh_TW |
dc.contributor.author | Zheng-Yan Lin | en |
dc.date.accessioned | 2023-08-01T16:30:22Z | - |
dc.date.available | 2023-11-09 | - |
dc.date.copyright | 2023-08-01 | - |
dc.date.issued | 2023 | - |
dc.date.submitted | 2023-07-03 | - |
dc.identifier.citation | Awino, Z. B. (2013). Top management team diversity, quality decisions and organizational performance in the service industry. In PROCEEDING OF THE EIGTH OPERATIONS RESEARCH SOCIETY FOR EASTERN AFRICA (ORSEA) INTERNATIONAL CONFERENCE (p. 61).
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120. Blau, P. M. (1977). A macrosociological theory of social structure. American journal of sociology, 83(1), 26-54. Broadstock, D. C., Chan, K., Cheng, L. T., & Wang, X. (2021). The role of ESG performance during times of financial crisis: Evidence from COVID-19 in China. Finance research letters, 38, 101716. Boerner, S., Linkohr, M., & Kiefer, S. (2011). Top management team diversity: positive in the short run, but negative in the long run?. Team Performance Management: An International Journal, 17(7/8), 328-353. Boulouta, I. (2013). Hidden connections: The link between board gender diversity and corporate social performance. Journal of business ethics, 113(2), 185-197. Carroll, A. B. (1979). A three-dimensional conceptual model of corporate performance. Academy of management review, 4(4), 497-505. Carroll, A. B. (1991). Corporate social performance measurement: A commentary on methods for evaluating an elusive construct. Research in corporate social performance and policy, 12(42), 385-401. Carpenter, M. A. (2002). The implications of strategy and social context for the relationship between top management team heterogeneity and firm performance. Strategic Management Journal, 23(3), 275-284. Coffey, B. S., & Wang, J. (1998). Board diversity and managerial control as predictors of corporate social performance. Journal of business ethics, 17(14), 1595-1603. Crook, T. R., Todd, S. Y., Combs, J. G., Woehr, D. J., & Ketchen Jr, D. J. (2011). Does human capital matter? A meta-analysis of the relationship between human capital and firm performance. Journal of applied psychology, 96(3), 443. Cyert, R. M., & March, J. G. (1963). A behavioral theory of the firm. Englewood Cliffs, NJ, 2(4), 169-187. Dormann, C. F., Elith, J., Bacher, S., Buchmann, C., Carl, G., Carré, G., ... & Lautenbach, S. (2013). Collinearity: a review of methods to deal with it and a simulation study evaluating their performance. Ecography, 36(1), 27-46. Engelhardt, N., Ekkenga, J., & Posch, P. (2021). ESG ratings and stock performance during the COVID-19 crisis. Sustainability, 13(13), 7133. Finkelstein, S., Hambrick, D. C., & Cannella, A. A. (2009). Strategic leadership: Theory and research on executives, top management teams, and boards. Strategic Management. Graves, S. B., & Waddock, S. A. (1994). Institutional owners and corporate social performance. Academy of Management journal, 37(4), 1034-1046. Griffin, J. J., & Mahon, J. F. (1997). The corporate social performance and corporate financial performance debate: Twenty-five years of incomparable research. Business & society, 36(1), 5-31. Hambrick, D. C., & Mason, P. A. (1984). Upper Echelons: The Organization as a Reflection of Its Top Managers. The Academy of Management Review, 9(2), 193–206. https://doi.org/10.2307/258434 Hambrick, D. C. (2007). Upper echelons theory: An update. Academy of management review, 32(2), 334-343. Hillman, A. J., Cannella Jr, A. A., & Harris, I. C. (2002). Women and racial minorities in the boardroom: How do directors differ?. Journal of management, 28(6), 747-763. Homberg, F., & Bui, H. T. (2013). Top management team diversity: A systematic review. Group & Organization Management, 38(4), 455-479. Jones, J. (1990). Verification of toxic release inventory data using other environmental reports. Utah Department of Health, Division of Environmental Health, August, 10. Kanter, R. M. (2008). Men and women of the corporation: New edition. Basic books. Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of management review, 21(2), 402-433. Mattingly, J. E. (2017). Corporate social performance: A review of empirical research examining the corporation–society relationship using Kinder, Lydenberg, Domini social ratings data. Business & Society, 56(6), 796-839. Naranjo‐Gil, D., Hartmann, F., & Maas, V. S. (2008). Top management team heterogeneity, strategic change and operational performance. British Journal of Management, 19(3), 222-234. Pfeffer, J., & Salancik, G. R. (1978). The External Control of Organizations: A Resource Dependence Perspective. University of Illinois at Urbana-Champaign's Academy for Entrepreneurial Leadership Historical Research Reference in Entrepreneurship. Roach, C. P., & Slater, D. J. (2016). To make us truly human: humanities education and corporate social responsibility. Journal of Global Responsibility. Triana, M. D. C., Miller, T. L., & Trzebiatowski, T. M. (2014). The double-edged nature of board gender diversity: Diversity, firm performance, and the power of women directors as predictors of strategic change. Organization Science, 25(2), 609-632. Trinh, V. Q., Cao, N. D., Li, T., & Elnahass, M. (2023). Social capital, trust, and bank tail risk: The value of ESG rating and the effects of crisis shocks. Journal of International Financial Markets, Institutions and Money, 83, 101740. Valls, V., González‐Romá, V., & Tomás, I. (2016). Linking educational diversity and team performance: Team communication quality and innovation team climate matter. Journal of Occupational and Organizational Psychology, 89(4), 751-771. Wang, J., & Coffey, B. S. (1992). Board composition and corporate philanthropy. Journal of business Ethics, 11, 771-778. Wartick, S. L., & Cochran, P. L. (1985). The evolution of the corporate social performance model. Academy of management review, 10(4), 758-769. Wood, D. J. (1991). Corporate social performance revisited. Academy of management review, 16(4), 691-718. Zahra, S. A., & Pearce, J. A. (1989). Boards of directors and corporate financial performance: A review and integrative model. Journal of management, 15(2), 291-334 | - |
dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/88031 | - |
dc.description.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。 | zh_TW |
dc.description.abstract | 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. | en |
dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2023-08-01T16:30:22Z No. of bitstreams: 0 | en |
dc.description.provenance | Made available in DSpace on 2023-08-01T16:30:22Z (GMT). No. of bitstreams: 0 | en |
dc.description.tableofcontents | 口試委員會審定書 i
誌謝 ii 摘要 iv Abstract v 目錄 vi 圖目錄 viii 表目錄 ix 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的與問題 2 第二章 文獻探討與假說建立 3 第一節 企業社會績效 3 第二節 高階管理團隊多樣性和企業社會績效的關聯性 5 第三節 性別多樣性和企業社會績效的關聯性 6 第四節 教育多樣性和企業社會績效的關聯性 7 第三章 研究方法 9 第一節 資料來源與樣本選擇 9 第二節 變數衡量 9 第三節 實證模型 13 第四章 實證結果與分析 14 第一節 敘述統計與相關係數分析 14 第二節 迴歸分析 17 第三節 補充分析 20 第五章 研究結論與討論 24 第一節 研究結論 24 第二節 研究貢獻 25 第三節 管理意涵 26 第四節 研究限制與後續研究建議 27 參考文獻 29 | - |
dc.language.iso | zh_TW | - |
dc.title | 高階管理團隊的多樣性和企業社會績效之關聯性 | zh_TW |
dc.title | The Relationship between Top Management Team Diversity and Corporate Social Performance | en |
dc.type | Thesis | - |
dc.date.schoolyear | 111-2 | - |
dc.description.degree | 碩士 | - |
dc.contributor.coadvisor | 林博文 | zh_TW |
dc.contributor.coadvisor | Bou-Wen Lin | en |
dc.contributor.oralexamcommittee | 郭佳怡;吳肜泰 | zh_TW |
dc.contributor.oralexamcommittee | Chia-I Kuo;Rung-Tai Wu | en |
dc.subject.keyword | 高階管理團隊,性別多樣性,教育的地區多樣性,教育程度多樣性,企業社會績效,KLD(Kinder, Lydenberg, Domini), | zh_TW |
dc.subject.keyword | top management team (TMT),gender diversity,education regional diversity,education level diversity,corporate social performance (CSP),KLD (Kinder, Lydenberg, Domini), | en |
dc.relation.page | 32 | - |
dc.identifier.doi | 10.6342/NTU202301255 | - |
dc.rights.note | 同意授權(限校園內公開) | - |
dc.date.accepted | 2023-07-05 | - |
dc.contributor.author-college | 管理學院 | - |
dc.contributor.author-dept | 商學研究所 | - |
顯示於系所單位: | 商學研究所 |
文件中的檔案:
檔案 | 大小 | 格式 | |
---|---|---|---|
ntu-111-2.pdf 目前未授權公開取用 | 2.17 MB | Adobe PDF | 檢視/開啟 |
系統中的文件,除了特別指名其著作權條款之外,均受到著作權保護,並且保留所有的權利。