최고경영진의 직무관련 다양성과 기업성과 = 다계층 상황변수들의 조절효과에 대한 메타분석 연구

다국어 초록 (Multilingual Abstract)

Our study is an attempt to gain a more comprehensive understanding of the TMT diversity and firm performance linkage by considering various contextual contingencies relevant to TMT diversity research. Integrating contingency theory, structural inertia based perspectives, and team diversity literature, we conducted a meta-analysis to examine the role of multilevel contextual contingencies in TMT diversity research. Using data from 13,478 top teams across 42 studies conducted from 1984 till 2013, we examined whether, across multiple levels, contextual factors such as environmental dynamism, firm characteristics such as firm size as well as team-level tenure influenced the overall performance outcomes of TMT diversity. Our findings indicated that while TMT diversity matters for overall firm performance (weighted mean r= .04, p< .001), it matters more when there is an appropriate fit with contextual contingencies. Specifically, we found that while positive effects of diversity doubled or even tripled in highly dynamic environment (weighted mean r= .08, p< .001) and in small organizations (weighted mean r= .13, p <.001), these effects became non-significant under relatively stable environmental conditions and in a large organization setting. Moreover, our findings also revealed that overall positive effects of TMT diversity became strengthened over time (β= .44, p< .01), i.e., being more positive as team members have spent more time on the same team. We provided discussion of theoretical and empirical implications of the findings and also offered suggestions for future research. Practical implications for organizations as well as limitations of the study were also discussed.

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