报告题目 | Gender difference, Innovation and firm performance | ||
报告人 （单位） | Professor JieWu (University of Aberdeen) | ||
点评人 （单位） | 袁健红 教授 （东南大学） | 点评人 （单位） | 高彦彦 副教授 （东南大学） |
会议地点 | 2022年3月31日（周四）下午4:10-5:40 | ||
报告人简介 | |||
Jie Wu is a Chair Professor and Full Professor of Strategy and Entrepreneurship at University of Aberdeen Business School, University of Aberdeen, UK. He is currently working on inequality and status identities, culture and institutions, innovation and entrepreneurship, internationalization, etc. and has published widely in top and leading strategy, international business, and interdisciplinary journals such as Strategic Management Journal, Journal of International Business Studies, Research Policy, Human Resource Management, Strategic Entrepreneurship Journal, British Journal of Management, Journal of World Business, Global Strategy Journal, Journal of Business Ethics, etc. He is currently serving as an associate Editor of Asian Business & Management and Technovation. Dr Wu’s research has featured in various business periodicals, including Forbes and Harvard Business Review. | |||
报告内容提要 | |||
Given the mixed evidence that having both women and men in the top management team (TMT) or in the board of directors (BOD) has a significant influence on organizational innovation, we resolve this issue by conceptualizing TMT–BOD gender diversity as part of a multiteam system, that has joint effects which impact organizational innovation. Evidence from the study of both Chinese firms and UK firms confirm our conceptualization by showing an interaction effect between TMT gender diversity and BOD gender diversity such that innovation is greatest when both are high. The positive TMT–BOD gender diversity interaction effect on innovation improves subsequent firm performance particularly in dynamic environments. The findings refine current thinking by going beyond research that tests intra-team TMT or BOD diversity independently and instead considers inter-team diversity across both leadership teams within the strategic leadership upper echelons. In sum, findings show that high levels of TMT and BOD gender diversity result in more organizational innovation, which ultimately improves firm performance. We offer implications for women's inclusion in leadership as well as for research on the upper echelons. Professor Wu will also introduce some recent adjustments in the leading journal Technovation. | |||
