Reference: | Adams, J. S. (1963a). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422. Adams, J. S. (1963b). Wage inequities, productivity and work quality. Industrial Relations: A Journal of Economy and Society, 3(1), 9-16. Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2, 267-299. Adams, R. B., & Funk, P. (2012). Beyond the glass ceiling: Does gender matter? Management Science, 58(2), 219-235. Adler, P. S., & Kwon, S. W. (2002). Social capital: Prospects for a new concept. Academy of Management Review, 27(1), 17-40. Aghion, P., & Tirole, J. (1997). Formal and real authority in organizations. Journal of Political Economy, 105(1), 1-29. Akerlof, G. A., & Yellen, J. L. (1988). Fairness and unemployment. The American Economic Review, 78(2), 44-49. Ali, M., Kulik, C. T., & Metz, I. (2011). The gender diversity–performance relationship in services and manufacturing organizations. The International Journal of Human Resource Management, 22(07), 1464-1485. Andrevski, G., Richard, O. C., Shaw, J. D., & Ferrier, W. J. (2014). Racial diversity and firm performance the mediating role of competitive intensity. Journal of Management, 40(3), 820-844. Ashby, W. R. (1956). An introduction to cybernetics. An introduction to cybernetics. Avery, D. R., McKay, P. F., & Wilson, D. C. (2008). What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination. Journal of Applied Psychology, 93(2), 235-249. Banalieva, E. R., Eddleston, K. A., & Zellweger, T. M. (2015). When do family firms have an advantage in transitioning economies? Toward a dynamic institution‐based view. Strategic Management Journal, 36(9), 1358-1377. Baron, J. N., & Pfeffer, J. (1994). The social-psychology of organizations and inequality. Social Psychology Quarterly, 57(3), 190-209. Bart, C., & McQueen, G. (2013). Why women make better directors. International Journal of Business Governance and Ethics, 8(1), 93-99. Bear, S., Rahman, N., & Post, C. (2010). The impact of board diversity and gender composition on corporate social responsibility and firm reputation. Journal of Business Ethics, 97(2), 207-221. Becker, B. E., & Huselid, M. A. (1992). The incentive effects of tournament compensation systems. Administrative Science Quarterly, 37(6), 336-350. Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis. Journal of Management, 37(3), 709-743. Berger, A. N., & di Patti, E. B. (2006). Capital structure and firm performance: A new approach to testing agency theory and an application to the banking industry. Journal of Banking & Finance, 30(4), 1065-1102. Berrone, P., Cruz, C., & Gomez-Mejia, L. R. (2012). Socioemotional Wealth in Family Firms: Theoretical Dimensions, Assessment Approaches, and Agenda for Future Research. Family Business Review, 25(3), 258-279. Berrone, P., Cruz, C., Gomez-Mejia, L. R., & Larraza-Kintana, M. (2010). Socioemotional wealth and corporate responses to institutional pressures: Do family-controlled firms pollute less? Administrative Science Quarterly, 55(1), 82-113. Bertrand, M., & Schoar, A. (2003). Managing with style: The effect of managers on firm policies. Quarterly Journal of Economics, 118(4), 1169-1208. Bilimoria, D., & Wheeler, J. V. (2000). Women corporate directors: Current research and future directions. Women in management: Current research issues, 2, 138-163. Blau, P. M. (1955). The dynamics of bureaucracy: A study of interpersonal relations in two government agencies: Chicago, U. P. Blau, P. M. (1977). Inequality and heterogeneity: A primitive theory of social structure (Vol. 7): Free Press New York. Bloom, M. (1999). The performance effects of pay dispersion on individuals and organizations. Academy of Management Journal, 42(1), 25-40. Boone, C., & Hendriks, W. (2009). Top management team diversity and firm performance: Moderators of functional-background and locus-of-control diversity. Management Science, 55(2), 165-180. Brewer, M. B. (1979). In-group bias in the minimal intergroup situation: A cognitive-motivational analysis. Psychological Bulletin, 86(2), 307-324. Bunderson, J. S., & Sutcliffe, K. M. (2002). Comparing alternative conceptualizations of functional diversity in management teams: Process and performance effects. Academy of Management Journal, 45(5), 875-893. Buyl, T., Boone, C., Hendriks, W., & Matthyssens, P. (2011). Top management team functional diversity and firm performance: The moderating role of CEO characteristics. Journal of Management Studies, 48(1), 151-177. Byrne, D. E. (1971). The attraction paradigm (Vol. 11): Academic Pr. Campbell, D. T. (1960). Blind variation and selective retentions in creative thought as in other knowledge processes. Psychological Review, 67(6), 380-400. Campbell, K., & Mínguez-Vera, A. (2008). Gender diversity in the boardroom and firm financial performance. Journal of Business Ethics, 83(3), 435-451. Cannella, A. A., Park, J.-H., & Lee, H.-U. (2008). Top management team functional background diversity and firm performance: Examining the roles of team member colocation and environmental uncertainty. Academy of Management Journal, 51(4), 768-784. Cannella, A. A., & Pettigrew, A. (2001). Upper echelons: Donald Hambrick on executives and strategy. Academy of Management Executive, 15(3), 36-42. Carney, M. (2005). Corporate governance and competitive advantage in family‐controlled firms. Entrepreneurship Theory and Practice, 29(3), 249-265. 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. Carpenter, M. A., Geletkanycz, M. A., & Sanders, W. G. (2004). Upper echelons research revisited: Antecedents, elements, and consequences of top management team composition. Journal of Management, 30(6), 749-778. Carpenter, M. A., & Sanders, W. G. (2002). Top management team compensation: The missing link between CEO pay and firm performance? Strategic Management Journal, 23(4), 367-375. Carton, A. M., & Cummings, J. N. (2012). A theory of subgroups in work teams. Academy of Management Review, 37(3), 441-470. Certo, S. T., Lester, R. H., Dalton, C. M., & Dalton, D. R. (2006). Top management teams, strategy and financial performance: A meta‐analytic examination. Journal of Management Studies, 43(4), 813-839. Chatman, J. A., & Flynn, F. J. (2001). The influence of demographic heterogeneity on the emergence and consequences of cooperative norms in work teams. Academy of Management Journal, 44(5), 956-974. Chen, C. C., Chen, X. P., & Huang, S. (2013). Chinese Guanxi: An integrative review and new directions for future research. 中国人的关系: 综合文献回顾及未来研究方向. Management and Organization Review, 9(1), 167-207. Chen, C. C., Choi, J., & Chi, S. C. (2002). Making justice sense of local-expatriate compensation disparity: Mitigation by local referents, ideological explanations, and interpersonal sensitivity in China-foreign joint ventures. Academy of Management Journal, 45(4), 807-817. Chrisman, J. J., & Patel, P. C. (2012). Variations in R&D investments of family and nonfamily firms: Behavioral agency and myopic loss aversion perspectives. Academy of Management Journal, 55(4), 976-997. Chua, J. H., Chrisman, J. J., & De Massis, A. (2015). A Closer Look at Socioemotional Wealth: Its Flows, Stocks, and Prospects for Moving Forward. Entrepreneurship Theory and Practice, 39(2), 173-182. Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290. Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance. Personnel Psychology, 59(3), 501-528. Connelly, B. L., Tihanyi, L., Crook, T. R., & Gangloff, K. A. (2014). Tournament Theory: Thirty Years of Contests and Competitions. Journal of Management, 40(1), 16-47. Cowherd, D. M., & Levine, D. I. (1992). Product quality and pay equity between lower-level employees and top management - an investigation of distributive justice theory. Administrative Science Quarterly, 37(2), 302-320. Crosby, F. (1976). A model of egoistical relative deprivation. Psychological Review, 83(2), 85. Crossland, C., Zyung, J., Hiller, N. J., & Hambrick, D. C. (2014). CEO career variety: Effects on firm-level strategic and social novelty. Academy of Management Journal, 57(3), 652-674. Curseu, P. L., Raab, J., Han, J., & Loenen, A. (2012). Educational diversity and group effectiveness: a social network perspective. Journal of Managerial Psychology, 27(6), 576-594. Curseu, P. L., & Sari, K. (2015). The effects of gender variety and power disparity on group cognitive complexity in collaborative learning groups. Interactive Learning Environments, 23(4), 425-436. Curşeu, P. L., Schruijer, S., & Boroş, S. (2007). The effects of groups` variety and disparity on groups` cognitive complexity. Group Dynamics: Theory, Research, and Practice, 11(3), 187. Cyert, R. M., & March, J. G. (1963). A behavioral theory of the firm. Englewood Cliffs, NJ, 2. Daily, C. M., Dalton, D. R., & Cannella, A. A. (2003). Corporate governance: Decades of dialogue and data. Academy of Management Review, 28(3), 371-382. Daniel, S., Agarwal, R., & Stewart, K. J. (2013). The effects of diversity in global, distributed collectives: A study of open source project success. Information Systems Research, 24(2), 312-333. Deutsch, M. (1985). Distributive justice: A social-psychological perspective. Diani, M., & McAdam, D. (2003). Social movements and networks: Relational approaches to collective action: Relational approaches to collective action: OUP Oxford. DiMaggio, P., & Garip, F. (2012). Network Effects and Social Inequality. In K. S. Cook & D. S. Massey (Eds.), Annual Review of Sociology, Vol 38 (Vol. 38, pp. 93-118). Doz, Y., & Kosonen, M. (2008). The dynamics of strategic agility: Nokia`s rollercoaster experience. California Management Review, 50(3), 95-118. Dukerich, J. M. (2001). Role transitions in organizational life: An identity-based perspective. Academy of Management Review, 26(4), 670-672. Dyck, A., & Zingales, L. (2004). Private benefits of control: An international comparison. Journal of Finance, 59(2), 537-600. Eagly, A. H., & Johnson, B. T. (1990). Gender and leadership style: A meta-analysis. Psychological Bulletin, 108(2), 233. Ehrenberg, R. G., & Bognanno, M. L. (1990). The incentive effects of tournaments revisited: Evidence from the European PGA tour. Industrial & Labor Relations Review, 43(3), 74S-88S. Eisenhardt, K. M., & Bourgeois, L. J. (1988). Politics of strategic decision-making in high-velocity environments-toward a midrange theory. Academy of Management Journal, 31(4), 737-770. Ensley, M. D., Pearson, A. W., & Sardeshmukh, S. R. (2007). The negative consequences of pay dispersion in family and non-family top management teams: An exploratory analysis of new venture, high-growth firms. Journal of Business Research, 60(10), 1039-1047. Finkelstein, L. M., King, E. B., & Voyles, E. C. (2015). Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work. Work, Aging and Retirement, 1(1), 26-40. Finkelstein, S., & Hambrick, D. C. (1996). Strategic leadership: Top executives and their effects on organizations: South-Western Pub. Francoeur, C., Labelle, R., & Sinclair-Desgagne, B. (2008). Gender diversity in corporate governance and top management. Journal of Business Ethics, 81(1), 83-95. Fredrickson, J. W., Davis‐Blake, A., & Sanders, W. (2010). Sharing the wealth: social comparisons and pay dispersion in the CEO`s top team. Strategic Management Journal, 31(10), 1031-1053. Freeman, L. C. (1979). Centrality in social networks conceptual clarification. Social Networks, 1(3), 215-239. Gersick, C. J., Dutton, J. E., & Bartunek, J. M. (2000). Learning from academia: The importance of relationships in professional life. Academy of Management Journal, 43(6), 1026-1044. Gibson, C., & Vermeulen, F. (2003). A healthy divide: Subgroups as a stimulus for team learning behavior. Administrative Science Quarterly, 48(2), 202-239. Gomez-Mejia, L. R., Cruz, C., Berrone, P., & De Castro, J. (2011). The bind that ties: Socioemotional wealth preservation in family firms. Academy of Management Annals, 5(1), 653-707. Gomez-Mejia, L. R., Haynes, K. T., Nunez-Nickel, M., Jacobson, K. J. L., & Moyano-Fuentes, J. (2007). Socioemotional wealth and business risks in family-controlled firms: Evidence from Spanish olive oil mills. Administrative Science Quarterly, 52(1), 106-137. Gomez‐Mejia, L. R., Makri, M., & Kintana, M. L. (2010). Diversification decisions in family‐controlled firms. Journal of Management Studies, 47(2), 223-252. Groysberg, B., & Bell, D. (2013). Dysfunction in the boardroom. Harvard Business Review, 91(6), 89-97. Grund, C., & Westergaard-Nielsen, N. (2008). Age structure of the workforce and firm performance. International Journal of Manpower, 29(5-6), 410-422. Grusky, D. B. (1994). Social stratification. Boulder: Westview. Haleblian, J., & Finkelstein, S. (1993). Top management team size, CEO dominance, and firm performance: The moderating roles of environmental turbulence and discretion. Academy of Management Journal, 36(4), 844-863. Halevy, N., Chou, E. Y., Galinsky, A. D., & Murnighan, J. K. (2012). When hierarchy wins evidence from the national basketball association. Social Psychological and Personality Science, 3(4), 398-406. Hambrick, D. C. (1995). Fragmentation and the other problems CEOs have with their top management teams. California Management Review, 37(3), 110-127. Hambrick, D. C. (2007). Upper echelons theory: An update. Academy of Management Review, 32(2), 334-343. Hambrick, D. C., Cho, T. S., & Chen, M. J. (1996). The influence of top management team heterogeneity on firms` competitive moves. Administrative Science Quarterly, 41(4), 659-684. Hambrick, D. C., Finkelstein, S., & Mooney, A. C. (2005). Executive job demands: New insights for explaining strategic decisions and leader behaviors. Academy of Management Review, 30(3), 472-491. Hambrick, D. C., & Mason, P. A. (1984). Upper echelons - the organization as a reflection of its top managers. Academy of Management Review, 9(2), 193-206. Han, J., Han, J., & Brass, D. J. (2014). Human capital diversity in the creation of social capital for team creativity. Journal of Organizational Behavior, 35(1), 54-71. Harrison, D. A., & Klein, K. J. (2007). What`s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32(4), 1199-1228. Harrison, D. A., & Sin, H. (2006). What is diversity and how should it be measured. Handbook of workplace diversity, 191-216. He, J. Y., & Huang, Z. (2011). Board informal hierarchy and firm financial performance: Exploring a tacit structure guiding boardroom interactions. Academy of Management Journal, 54(6), 1119-1139. Henderson, A. D., & Fredrickson, J. W. (2001). Top management team coordination needs and the CEO pay gap: A competitive test of economic and behavioral views. Academy of Management Journal, 44(1), 96-117. Hertel, G., & Hertel, G. (2011). Synergetic effects in working teams. Journal of Managerial Psychology, 26(3), 176-184. Hertel, G., & Solansky, S. T. (2011). Team identification: a determining factor of performance. Journal of Managerial Psychology, 26(3), 247-258. Hoever, I. J., Van Knippenberg, D., van Ginkel, W. P., & Barkema, H. G. (2012). Fostering team creativity: perspective taking as key to unlocking diversity`s potential. Journal of Applied Psychology, 97(5), 982. Hurst, D. K., Rush, J. C., & White, R. E. (1989). Top management teams and organizational renewal. Strategic Management Journal, 10(S1), 87-105. Ibarra, H. (1993). Network centrality, power, and innovation involvement: Determinants of technical and administrative roles. Academy of Management Journal, 36(3), 471-501. Ingley, C., & Van Der Walt, N. (2005). Do board processes influence director and board performance? Statutory and performance implications. Corporate Governance: An International Review, 13(5), 632-653. Jackson, S. E. (1992). Consequences of group composition for the interpersonal dynamics of strategic issue processing. Advances in Strategic Management, 8(3), 345-382. Jaskiewicz, P., & Block, J. H., Danny, Miller, James G. Combs. (2015). Founder Versus Family Owners’ Impact on Pay Dispersion Among Non-CEO Top Managers: Implications for Firm Performance. Journal of Management. Joshi, A., Dencker, J. C., Franz, G., & Martocchio, J. J. (2010). Unpacking generational identities in organizations. Academy of Management Review, 35(3), 392-414. Joshi, A., & Roh, H. (2009). The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52(3), 599-627. Jurkus, A. F., Park, J. C., & Woodard, L. S. (2011). Women in top management and agency costs. Journal of Business Research, 64(2), 180-186. Katz, D., & Kahn, R. L. (1978). The social psychology of organizations. Kearney, E., Gebert, D., & Voelpel, S. C. (2009). When and how diversity benefits teams: The importance of team members` need for cognition. Academy of Management Journal, 52(3), 581-598. Kilduff, M., Angelmar, R., & Mehra, A. (2000). Top management-team diversity and firm performance: Examining the role of cognitions. Organization Science, 11(1), 21-34. Kilduff, M., & Tsai, W. (2003). Social networks and organizations: Sage. Kim, H., & Markus, H. R. (1999). Deviance or uniqueness, harmony or conformity? A cultural analysis. Journal of Personality and Social Psychology, 77(4), 785. Kim, T. Y., Edwards, J. R., & Shapiro, D. L. (2015). Social comparison and distributive justice: East asia differences. Journal of Business Ethics, 132(2), 401-414. Knight, D., Pearce, C. L., Smith, K. G., Olian, J. D., Sims, H. P., Smith, K. A., & Flood, P. (1999). Top management team diversity, group process, and strategic consensus. Strategic Management Journal, 20(5), 445-465. Krishnan, H. A., & Park, D. (2005). A few good women—on top management teams. Journal of Business Research, 58(12), 1712-1720. Kunze, F., Böhm, S. A., & Bruch, H. (2011). Age diversity, age discrimination climate and performance consequences—a cross organizational study. Journal of Organizational Behavior, 32(2), 264-290. Kwon, S. W., & Adler, P. S. (2014). Social capital: Maturation of a field of research. Academy of Management Review, 39(4), 412-422. Lau, D. C., & Murnighan, J. K. (1998). Demographic diversity and faultlines: The compositional dynamics of organizational groups. Academy of Management Review, 23(2), 325-340. Lawrence, B. S. (1988). New wrinkles in the theory of age: Demography, norms, and performance ratings. Academy of Management Journal, 31(2), 309-337. Lazear, E. P. (1989). Pay equality and industrial-politics. Journal of Political Economy, 97(3), 561-580. Lazear, E. P., & Rosen, S. (1981). Rank-order tournaments as optimum labor contracts. Journal of Political Economy, 89(5), 841-864. Li, H. B., Meng, L. S., Wang, Q., & Zhou, L. A. (2008). Political connections, financing and firm performance: Evidence from Chinese private firms. Journal of Development Economics, 87(2), 283-299. Loden, M., & Rosener, J. B. (1991). Workforce America!: Managing employee diversity as a vital resource: McGraw-Hill. Loyd, D. L., Wang, C. S., Phillips, K. W., & Lount Jr, R. B. (2013). Social category diversity promotes premeeting elaboration: The role of relationship focus. Organization Science, 24(3), 757-772. Margaritis, D., & Psillaki, M. (2010). Capital structure, equity ownership and firm performance. Journal of Banking & Finance, 34(3), 621-632. Melero, E. (2011). Are workplaces with many women in management run differently? Journal of Business Research, 64(4), 385-393. Miller, D., Breton‐Miller, L., Minichilli, A., Corbetta, G., & Pittino, D. (2014). When do non‐family CEOs outperform in family firms? Agency and behavioural agency perspectives. Journal of Management Studies, 51(4), 547-572. 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. Nag, R., Corley, K. G., & Gioia, D. A. (2007). The intersection of organizational identity, knowledge, and practice: Attempting strategic change via knowledge grafting. Academy of Management Journal, 50(4), 821-847. Nielsen, B. B., & Nielsen, S. (2013). Top management team nationality diversity and firm performance: A multilevel study. Strategic Management Journal, 34(3), 373-382. Pan, Y., & Sparks, J. R. (2012). Predictors, consequence, and measurement of ethical judgments: Review and meta-analysis. Journal of Business Research, 65(1), 84-91. Parola, H. R., Ellis, K. M., & Golden, P. (2015). Performance effects of top management team gender diversity during the merger and acquisition process. Management Decision, 53(1), 57-74. Patel, P. C., & Cooper, D. (2014). Structural power equality between family and non-family tmt members and the performance of family firms. Academy of Management Journal, 57(6), 1624-1649. Pelled, L. H. (1996). Demographic diversity, conflict, and work group outcomes: An intervening process theory. Organization Science, 7(6), 615-631. Pettigrew, A. M. (1992). On studying managerial elites. Strategic Management Journal, 13(S2), 163-182. Pfeffer, J., & Langton, N. (1993). The effect of wage dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty. Administrative Science Quarterly, 38(3), 382-407. Pitcher, P., & Smith, A. D. (2001). Top management team heterogeneity: Personality, power, and proxies. Organization Science, 12(1), 1-18. Porter, M. E. (2008). Competitive strategy: Techniques for analyzing industries and competitors: Simon and Schuster. Post, C., & Byron, K. (2015). Women on boards and firm financial performance: A meta-analysis. Academy of Management Journal, 58(5), 1546-1571. Priem, R. L., Lyon, D. W., & Dess, G. G. (1999). Inherent limitations of demographic proxies in top management team heterogeneity research. Journal of Management, 25(6), 935-953. Qian, C., Cao, Q., & Takeuchi, R. (2013). Top management team functional diversity and organizational innovation in China: The moderating effects of environment. Strategic Management Journal, 34(1), 110-120. Reagans, R., Zuckerman, E., & McEvily, B. (2004). How to make the team: Social networks vs. demography as criteria for designing effective teams. Administrative Science Quarterly, 49(1), 101-133. Reagans, R., & Zuckerman, E. W. (2001). Networks, diversity, and productivity: The social capital of corporate R&D teams. Organization Science, 12(4), 502-517. Richard, O. C., Kirby, S. L., & Chadwick, K. (2013). The impact of racial and gender diversity in management on financial performance: How participative strategy making features can unleash a diversity advantage. The International Journal of Human Resource Management, 24(13), 2571-2582. Richard, O. C., Roh, H., & Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter? Human Resource Management, 52(2), 215-242. Richins, M. L., & Dawson, S. (1992). A consumer values orientation for materialism and its measurement - scale development and validation. Journal of Consumer Research, 19(3), 303-316. Ridge, J. W., Aime, F., & White, M. A. (2015). When much more of a difference makes a difference: Social comparison and tournaments in the CEO`s top team. Strategic Management Journal, 36(4), 618-636. Ronay, R., Greenaway, K. H., Anicich, E. M., & Galinsky, A. D. (2012). The path to glory is paved with hierarchy: When hierarchical differentiation increases group effectiveness. Psychological Science, 23(6), 669-677. Ruderman, M. N., Ohlott, P. J., Panzer, K., & King, S. N. (2002). Benefits of multiple roles for managerial women. Academy of Management Journal, 45(2), 369-386. Sahaym, A., Cho, S. Y., Kim, S. K., & Mousa, F.-T. (2016). Mixed blessings: How top management team heterogeneity and governance structure influence the use of corporate venture capital by post-IPO firms. Journal of Business Research, 69(3), 1208-1218. Sanchez-Marin, G., & Baixauli-Soler, J. S. (2015). TMT pay dispersion and firm performance: the moderating role of organizational governance effectiveness. Journal of Management & Organization, 21(4), 436-459. Shapcott, K. M., Carron, A. V., Burke, S. M., Bradshaw, M. H., & Estabrooks, P. A. (2006). Member diversity and cohesion and performance in walking groups. Small Group Research, 37(6), 701-720. Sheng, S. B., Zhou, K. Z., & Li, J. J. (2011). The Effects of Business and Political Ties on Firm Performance: Evidence from China. Journal of Marketing, 75(1), 1-15. Simons, T., Pelled, L. H., & Smith, K. A. (1999). Making use of difference: Diversity, debate, and decision comprehensiveness in top management teams. Academy of Management Journal, 42(6), 662-673. Smith, E. B., Menon, T., & Thompson, L. (2012). Status differences in the cognitive activation of social networks. Organization Science, 23(1), 67-82. Smith, K. G., Smith, K. A., Olian, J. D., Sims Jr, H. P., O`Bannon, D. P., & Scully, J. A. (1994). Top management team demography and process: The role of social integration and communication. Administrative Science Quarterly, 412-438. Solanas, A., Selvam, R. M., Navarro, J., & Leiva, D. (2012). Some common indices of group diversity: Upper boundaries Psychological Reports, 111(3), 777-796. Tajfel, H., & Turner, J. C. (2004). The Social Identity Theory of Intergroup Behavior. Trevor, C. O., Reilly, G., & Gerhart, B. (2012). Reconsidering pay dispersion`s effect on the performance of interdependent work: Reconciling sorting and pay inequality. Academy of Management Journal, 55(3), 585-610. Tsui, A. S., Egan, T., & O`Reilly, C. (1991). Being different: Relational demography and organizational attachment. Paper presented at the Academy of Management Proceedings. Tsui, A. S., & Gutek, B. A. (1999). Demographic differences in organizations: Current research and future directions: Lexington Books. Van Knippenberg, D., & Schippers, M. C. (2007). Work group diversity. Annu. Rev. Psychol., 58(1), 515-541. Wade, J. B., O`Reilly, C. A., & Pollock, T. G. (2006). Overpaid CEOs and underpaid managers: Fairness and executive compensation. Organization Science, 17(5), 527-544. Wang, G., Jing, R., & Klossek, A. (2007). Antecedents and management of conflict: Resolution styles of Chinese top managers in multiple rounds of cognitive and affective conflict. International Journal of Conflict Management, 18(1), 74-97. Weidenbaum, M. (1996). The Chinese family business enterprise. California Management Review, 38(4), 141-156. Wiersema, M. F., & Bird, A. (1993). Organizational demography in Japanese firms: Group heterogeneity, individual dissimilarity, and top management team turnover. Academy of Management Journal, 36(5), 996-1025. Williams, K. Y., & O`Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77-140. Williams, M. (2016). Being trusted: How team generational age diversity promotes and undermines trust in cross‐boundary relationships. Journal of Organizational Behavior, 37(3), 346-373. Xu, X.-x., & Liu, X. (2012). Founder`s Authority, Allocation of Control Rights and Governance Trasformation in Family Business——A Case Study Based on the Control Conflict of GOME Ltd.[J]. China Industrial Economics, 2, 141-150. Yang, M. M.-h. (2002). The resilience of guanxi and its new deployments: A critique of some new guanxi scholarship. The China Quarterly, 170(6), 459-476. Zellweger, T. M., Nason, R. S., Nordqvist, M., & Brush, C. G. (2013). Why Do Family Firms Strive for Nonfinancial Goals? An Organizational Identity Perspective. Entrepreneurship Theory and Practice, 37(2), 229-248. 何軒, 陳文婷, & 李新春. (2008). 賦予股權還是泛家族化——家族企業職業經理人治理的實證研究. 中國工業經濟, (5), 109-119. 鄭伯壎. (1995). 差序格局與華人組織行為. 本土心理學研究, 3, 142-219. |