The role of CEO emotional stability and team heterogeneity in shaping the top management team affective tone and firm performance relationship

IF 9.1 1区管理学 Q1 MANAGEMENT Leadership Quarterly Pub Date : 2022-06-01 DOI:10.1016/j.leaqua.2021.101543

Margaret E. Ormiston , Elaine M. Wong , Jungwoo Ha

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引用次数: 10

Abstract

In this paper, we aim to bridge the micro-macro divide by addressing continued calls from strategic leadership and affect researchers to examine the black box to consider how CEO characteristics relate to top management team (TMT) affective experiences, and, in turn firm outcomes. We further consider the role of one key contextual factor in this relationship: TMT heterogeneity. We predict that CEO personality, specifically, emotional stability, is positively associated with TMT affective tone. Moreover, we posit that the relationship between TMT affective tone and firm performance depends on TMT task-related heterogeneity, such that positive affective tone benefits firm performance in heterogeneous TMTs, whereas negative affective tone benefits firm performance in homogeneous TMTs. Using a novel methodology that measures key psychological aspects of the CEO and TMT, we examined 50 TMTs from publicly-traded companies to test our predictions. Our findings offer theoretical contributions to the strategic leadership, affect and diversity literatures as well as managerial applications for CEO selection and management and managing diversity in upper echelons.

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CEO情绪稳定性与团队异质性在塑造高管团队情感基调与企业绩效关系中的作用

在本文中，我们的目标是通过解决战略领导和影响研究人员的持续呼吁来弥合微观-宏观鸿沟，以检查黑箱，以考虑CEO特征如何与最高管理团队(TMT)情感体验相关，进而影响公司成果。我们进一步考虑了一个关键的背景因素在这种关系中的作用:TMT异质性。我们预测CEO人格，特别是情绪稳定性，与TMT情感语气呈正相关。此外，我们假设情感语气与企业绩效之间的关系取决于与任务相关的异质性，例如，积极的情感语气在异质性TMTs中有利于企业绩效，而消极的情感语气在同质TMTs中有利于企业绩效。我们使用一种新颖的方法来衡量CEO和TMT的关键心理方面，研究了50家上市公司的TMT，以检验我们的预测。我们的研究结果为战略领导、影响和多样性的研究提供了理论依据，也为高层CEO的选择和管理以及多样性管理提供了管理应用。

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来源期刊

Leadership Quarterly Multiple-

CiteScore

15.20

自引率

9.30%

发文量

期刊介绍： The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.

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