公司董事会属性、团队效能和财务绩效[文献翻译].doc

公司董事会属性、团队效能和财务绩效[文献翻译]



A Team-Based Model of Corporate Board Effectiveness

The existing literature examining teams and knowledge-based work groups demonstrates a causal link between team practices or attributes, effectiveness, and outcomes (Cohen and Bailey, 1997; Kirkman and Rosen, 1999; Marks et al., 2001). Extending on the literature regarding team effectiveness, some governance scholars have started to focus on managerial competence and empowerment arguments to help explain organizational performance differences (Davis et al., 1997; Hendry, 2002; Shen, 2003). In their seminal theoretical work, Forbes and Milliken (1999) integrated literature on corporate boards and team effectiveness arguing that board effectiveness is identified by the same criteria as many previous models of team effectiveness. Further, they suggest that the various board demographics typically used in board research, such as insider/outsider ratio, board size, and tenure, are expected to influence overall team effectiveness independently. Similarly, Sonnenfeld (2002) describes effective boards as being distinguished by ‘robust, effective social systems’ and contends that board demographics between Forbes Magazine’s (2001) most-admired and least-admired companies are actually similar. This suggests that structural characteristics in and of themselves do not differentiate between high-performing and low-performing boards. Sonnenfeld (2002, p. 106) goes on to state, ‘We need to consider not only how we structure the work of a board but also how we manage the social system a board actually is.’ This is consistent with the conclusion of Papadakis et al. (1998) that decision-specific and relationship attributes, rather than board demographics, represent the greatest influence on the strategic decision-making process.







公司董事会属性、团队效能和财务绩效

基于团队的董事会效率模型

现有研究团队和基于知识的工作小组的文献表明，团队之间的行为或属性，效能与结果之间存在因果关系（Cohen 和 Bailey, 1997; Kirkman 和 Rosen, 1999; Marks 等, 2001）。在团队效能研究的拓展方面，一些管理学者已经开始关注管理能力和赋能，以解释组织绩效的差异（Davis et al., 1997; Hendry, 2002; Shen, 2003）。Forbes and Milliken（1999）整合了企业董事会和团队效能方面的研究，认为董事会的有效性确定标准与以前许多的团队效能标准相同。此外，他们建议董事会人口通常在董事会研究中使用，例如内幕或是董事会人口的比例，董事会规模，以及任期，预计都将影响整体团队效能的独立。同样，Sonnenfeld（2002）介绍指出，紷@鲇行У亩禄崮茏魑冉。行У纳缁嶂贫取⑷衔２妓乖又荆?001）最欣赏和最不尊敬的公司董事会人口实际上是相似的。这就表明，其本身的结构特点并没有区分高绩效和低绩效的董事会。Sonnenfeld（2002, P106）指出：“我们需要考虑的不仅是我们如何组织了一个董事会的工作，实际上也要知道如何管理我们的一个董事会制度。”这是与Papadakis等人的结论是一致的。Papadakis等（1998）提出了这个决定的具体属性和关系，而不是董事会人口，表明这在战略决策过程的影响最大。




出处：G. Tyge Payne,George S. Benson,David L. Finegold.公司董事会属性，团队效能和财务绩效.管理研究期刊,2009(12):P11