博碩士論文 106427010 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:8 、訪客IP:35.175.191.72
姓名 鄧皓文(Hao-Wen Teng)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 董事會性別多樣化與策略變革關聯性之分析
相關論文
★ 業務主管領導力對部屬招募行為之影響-以S壽險公司為例★ 人力精簡對企業績效的影響–以產業特性為調節變項
★ 經理人超額薪酬、經理人異動與公司績效之關係★ 人口老化對企業之影響與因應對策-以傳統產業為例
★ 運用羅吉斯迴歸探討企業績效、公司治理與經理人異動之關聯性★ 護理人員組織承諾與專業承諾對離職傾向與離業傾向的影響
★ 運用存活分析探討高科技產業招募者人格特質與離職風險之關聯性-以A公司為例★ 金融電子化對台灣銀行業組織績效及人力彈性影響之探討
★ 人力資源部門角色與功能轉變之個案研究★ 高階主管薪酬級距與公司績效之關聯性分析
★ 人力招募政策及主管領導風格對新進人員晉升與離職傾向之影響-以房仲業S公司為例★ 影響台灣勞工赴海外就業的決定性因素
★ 董事會特性對企業績效之影響-以人力資本為調節變項★ 董事會異質性之決定因素
★ 公司治理結構與就業調整★ 總經理雙元性、股權集中度、人力資本與組織績效
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 迄今之相關研究多為探討董事會性別多樣化與企業績效間的關係,僅有少數研究將董事會性別多樣化視為策略變革的預測因素,對於董事會性別多樣化是如何影響公司策略變革的討論相對較少。
  本研究旨在探討董事會性別多樣化、公司業績與女性董事權力對策略變革的影響,即董事會性別多樣化是如何在企業績效不同與女性董事權力增減時影響公司策略變革。研究發現在企業績效表現較佳時,若指派擁有強大權力的女性董事擔任董事職位將使董事會性別多樣化對策略變革產生最大的正面影響;而若是在企業績效表現不佳時,任命擁有強大權力的女性董事擔任董事職位則將使董事會性別多樣化對策略變革擁有最大的負面影響。說明了董事會性別多樣性是如何對董事會造成複雜的影響。
摘要(英) Most of the relevant studies have been explored the relationship between board gender diversity and company performance, only a few studies have considered board gender diversity as a predictor of strategic change and discussed on how board gender diversity affects corporate strategy change.
The purpose of this study is to find out how board gender diversity can affect company strategy changes during the period that company performances are different and female directors′ power is strong or weak.
The study found that if company performance is well, assigning a female director with strong powers can make board gender diversity have the greatest positive impact on strategic change. And if the company performance is poor, a female director with strong powers will make board gender diversity have the greatest negative impact on strategic change.
關鍵字(中) ★ 董事會
★ 性別多樣化
★ 策略變革
★ 女性權力
關鍵字(英)
論文目次 第一章 緒論......................................................... 1
第一節 研究動機與目的............................................. 1
第二節 本文架構................................................... 2
第二章 文獻回顧..................................................... 3
第一節 董事會性別多樣化........................................... 3
第二節 董事會性別多樣化與策略變革的關聯 .......................... 5
第三節 女性董事權力............................................... 7
第三章 研究方法.................................................... 10
第一節 研究架構.................................................. 10
第二節 資料與統計方法 ........................................... 10
第三節 變數衡量.................................................. 12
第四節 研究工具 ................................................. 14
第四章 實證結果分析................................................ 15
第一節 敘述性統計結果............................................ 15
第二節 迴歸結果分析 ............................................. 17
第三節 管理意涵 ................................................. 21
第五章 結論........................................................ 23
第一節 結論...................................................... 23
第二節 研究限制 ................................................. 23
參考文獻........................................................... 24
參考文獻 1. Adams RB, Ferreira D (2009). Women in the boardroom and their impact on
governance and performance. J. Financial Econom.94(2):291–309.
2. Adams, Ren´ee, and Daniel Ferreira (2007). A theory of friendly boards. Journal
of Finance 62 (1): 217–250.
3. Amason AC, Sapienza HJ (1997). The effects of top management team size and
interaction norms on cognitive and affective conflict. J. Management 23(4):495–
516.
4. Bantel KA, Jackson SE (1989). Top management and innovations in banking:
Does the composition of the top team make a difference? Strategic Management
J. 10(S1):107–112.
5. Barbara F. Reskin & Debra Branch McBrier (2000). Why Not Ascription?
Organizations′ Employment of Male and Female Managers, 65 AM. SOC. REv.
210, 217.
6. Barker VL, Duhaime IM (1998). Strategic change in the turnaround process:
Theory and empirical evidence. Strategic Management J. 18(1):13–38.
7. Blackler F, McDonald S (2000). Power, mastery, and organizational learning.
J. Management Stud. 37(6):833–851.
8. Blau PM (1977). Inequality and Heterogeneity (Free Press, Glencoe, IL).
9. Boeker W (1997). Executive migration and strategic change: The effect of top
manager movement on product-market entry. Admin. Sci. Quart. 42(2):213–237.
10. Branson, D. (2006). No Seat at the Table: How Corporate Governance keeps
Women out of America’s boardrooms. New York University Press, New York.
11. Carpenter MA, Fredrickson JW (2001). Top management teams, global strategic
posture, and the moderating role of uncertainty. Acad. Management J. 44(3):533–
25
545.
12. Carter DA, Simkins BJ, Simpson WG (2003). Corporate governance, board
diversity, and firm value. Financial Rev. 38(1):33–53.
13. Catalyst(2009). 2008 Catalyst census of women board directors of the Fortune
1000. New York: Catalyst.
14. Catalyst(2012). 2012 Catalyst census: Fortune 500 women board directors.
Report, Catalyst, New York.
15. Corporate Women Directors International (CWDI)(2007). Women board
directors of the Fortune Global 200 (www.globewomen.com/cwdi/ CWDI.htm)
16. D’Aunno T, Sutton RI ( 1992 ) . The responses of drug abuse treatment
organizations to financial adversity: A partial test of the threatrigidity thesis. J.
Management 18(1):117–131.
17. Daily CM, Dalton DR, Cannella AA Jr (2003). Corporate governance: Decades
of dialogue and data. Acad. Management Rev. 28(3):371–383.
18. Daily CM, Johnson JL (1997). Sources of CEO power and firm financial
performance: A longitudinal assessment. J. Management 23(2):97–117.
19. Daniels, C. (2001). Too diverse for our own good. Fortune, 144, 116.
20. Deutsch Y (2005). The impact of board composition on firms ‘critical decisions:
A meta-analytic review. J. Management 31(3):424–444.
21. Equal Opportunity for Women in the Workplace Agency (EOWA)(2006). 2006
EOWA Australian Census of Women in Leadership. www.eowa.gov.au.
22. European Professional Women’s Network (EPWN)(2004). The European PWN
board women monitor. www.europeanpwn.net/index.php?article id=8.
23. Finkelstein S ( 1992 ) . Power in top management teams: Dimensions,
measurement, and validation. Acad. Management J. 35(3):505–538.
26
24. Finkelstein S, Hambrick D ( 1990 ) . Top-management-team tenure and
organizational outcomes. Admin. Sci. Quart. 35(3):484–503.
25. Forbes DP, Milliken FJ ( 1999 ) . Cognition and corporate governance:
Understanding boards of directors as strategic decision-making groups. Acad.
Management Rev. 24(3):489–505.
26. Ginsberg A (1988). Measuring and modeling changes in strategy: Theoretical
foundations and empirical directions. Strategic Management J. 9(6):559–575.
27. Gladstein DL, Reilly NP (1985). Group decision making under threat: The
tycoon game. Acad. Management J. 28(3):613–627.
28. Golden BR, Zajac EJ ( 2001 ) . When will boards influence strategy?
Inclination×Power = Strategic change. Strategic Management J. 22(12):1087–
1111.
29. Goodstein J, Boeker W (1991). Turbulence at the top: A new perspective on
governance structure changes and strategic change. Acad. Management J. 34
(2):306–330.
30. Goodstein J, Gautam K, Boeker W (1994). The effects of board size and diversity
on strategic change. Strategic Management J. 15(3):241–250.
31. Granovetter, Mark(1973). The strength of weak ties. American Journal of
Sociology 78 (6):1360–1380.
32. Greve HR (2010). Positional rigidity: Low performance and resource acquisition
in large and small firms. Strategic Management J. 32(1):103–114.
33. Hannan MT, Freeman J (1984). Structural inertia and organizational change.
Amer. Soc. Rev. 49(2):149–164.
34. Harrison DA, Klein KJ (2007). What’s the difference? Diversity constructs as
separation, variety, and disparity in organization. Acad. Management Rev. 32
27
(4):1199–1228.
35. Harvey, B. H. (1999). Technology, diversity and work culture – key trends in
the next millennium. HR Magazine, 44, 58-59.
36. Haynes KT, Hillman AJ (2010). The effect of board capital and CEO power on
strategic change. Strategic Management J. 31(11):1145–1163.
37. Hofer CW, Schendel D (1978). Strategy Formulation: Analytical Concepts
(West, St. Paul, MN).
38. Ibarra, H. (1993). Personal networks of women and minorities in management:
A conceptual framework. Academy of Management Review, 18, 56-87.
39. Idalene F. Kesner(1988). Directors′ Characteristics and Committee Membership:
An Investigation of Type, Occupation, Tenure, and Gender, 31 ACAD. MGMT. J.
66, 71.
40. Jackson SE (1992). Team composition in organizational settings: Issues in
managing an increasingly diverse work force. Worchel S, Wood W, Simpson JA,
eds. Group Process and Productivity (Sage, Newbury Park, CA), 138–173.
41. Jie Chen, Woon Sau Leung, Kevin P. Evans(2015). “Board Gender Diversity,
Innovation, and Firm Performance.” SSRN. November 30.
42. Kanter RM (1977). Men and Women of the Corporation (Basic Books, New
York).
43. Keats BW, Hitt MA (1988). A causal model of linkages among environmental
dimensions, macro organizational characteristics, and performance. Acad.
Management J. 31(3):570–598.
44. Langdon, D. S., McMenamin, T. M, & Krolik, T. J. (2002). U.S. labor market
in 2001: Economy enters a recession. Monthly Labor Review, 125, 3-33.
45. Lockheed ME, Hall KE (1976). Conceptualizing sex as a status characteristic:
28
Applications to leadership training strategies. J. Soc. Issues 32(3):111–124.
46. Medland, D. (2004). Small steps for woman kind. Corporate Board Member
Europe, Winter.
47. Miller CC, Burke LM, Glick WH (1998). Cognitive diversity among upperechelon
executives: Implications for strategic decision processes. Strategic
Management J. 19(1):39–58.
48. Miller TL, Triana M (2009). Demographic diversity in the boardroom: Mediators
of the board diversity-firm performance relationship.J. Management Stud. 46
(5):755–786.
49. Park KM (2007). Antecedents of convergence and divergence in strategic
positioning: The effects of performance and aspiration on the direction of strategic
change. Organ. Sci. 18(3):386–402.
50. Shrader CB, Blackburn VB, Iles P (1997). Women in management and firm
financial performance: An exploratory study. J. Managerial Issues 9(2):355–373.
51. Staw BM, Sandelands LE, Dutton JE ( 1981 ) . Threat-rigidity effects in
organizational behavior: A multilevel analysis. Admin. Sci. Quart. 26(4):501–
524.
52. Steven J. Spencer et al. ( 1999 ) . Stereotype Threat and Women′s Math
Performance, 35 J. EXPERIMENTAL Soc. PSYCHOL. 4, 5-6.
53. Susanne Bruckmuller (2011). How Women End Up on the “Glass Cliff”.Harvard
Business Review.
54. Torchia M, Calabrò A, Huse M (2011). Women directors on corporate boards:
From tokenism to critical mass. J. Bus. Ethics 102(2):299–317.
55. Watson WE, Kumar K, Michaelsen LK (1993). Cultural diversity’s impact on
interaction process and performance: Comparing homogeneous and diverse task
29
groups. Acad. Management J. 36(3):590–602.
56. Webber SS, Donahue LM (2001). Impact of highly and less job-related diversity
on workgroup cohesion and performance: A meta analysis. J. Management 27
(2):141–162.
57. Westphal JD, Bednar MK (2005). Pluralistic ignorance in corporate boards and
firm’s strategic persistence to low firm performance. Admin. Sci. Quart. 50
(2):262–298.
58. Westphal JD, Fredrickson JW (2001). Who directs strategic change: Director
experience, the selection of new CEOs, and change in corporate strategy. Strategic
Management J. 22(12): 1113–1137.
59. Wiersema MF, Bantel KA (1992). Top management team demography and
corporate strategic change. Acad. Management J. 35(1):91–121.
60. Zajac EJ, Westphal JD (1996). Who shall succeed: How CEO/board preferences
and power affect the choice of new CEOs. Acad. Management J. 39(1):64–90.
61. Zhang Y (2006). The presence of a separate COO/president and its impact on
strategic change and CEO dismissal. Strategic Management J. 27(3):283–300.
指導教授 陳明園 審核日期 2019-6-5
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明