"Top Management Team Attributes, Bricolage and Ambidexterity in SMEs"

2015 ◽  
Vol 2015 (1) ◽  
pp. 14431
Author(s):  
Roxana Turturea ◽  
Justin J.P. Jansen ◽  
Ingrid Verheul
Keyword(s):  
Top Management Team ◽  
Management Team ◽  
Top Management ◽  
Team Attributes

Offshoring and firm innovation: The moderating role of top management team attributes

2012 ◽  
Vol 33 (13) ◽  
pp. 1480-1498 ◽  
Author(s):  
Oli R. Mihalache ◽  
Justin J. J. P. Jansen ◽  
Frans A. J. Van Den Bosch ◽  
Henk W. Volberda
Keyword(s):  
Top Management Team ◽  
Management Team ◽  
Top Management ◽  
Firm Innovation ◽  
Team Attributes ◽  
Moderating Role

Examining the pull, the push, and their simultaneous effects on managerial turnover

2020 ◽  
Vol 58 (12) ◽  
pp. 2639-2654 ◽  
Author(s):  
Yoonhee Choi ◽  
Namgyoo K. Park
Keyword(s):  
Top Management Team ◽  
The United States ◽  
Management Team ◽  
Top Management ◽  
Content Type ◽  
Economic Mechanism ◽  
Positive Effects ◽  
Psychological Mechanisms ◽  
Managerial Turnover ◽  
Psychological Mechanism

PurposeThis paper aims to examine the economic and psychological mechanisms in turnover at the managerial level. The paper investigates how (1) the ease of moving posed by alternative jobs (i.e. the economic mechanism) and (2) the desire to move due to low job satisfaction (i.e. the psychological mechanism) simultaneously influence top management team (TMT) turnover and these managers' subsequent job position and pay.Design/methodology/approachUsing 25 years of panel data on more than 2,000 top managers in the United States, the paper utilizes fixed-effects logistic regressions and the ordinary least squares model to test the hypotheses.FindingsThe authors find that CEO awards (an economic mechanism) and low compensation (a psychological mechanism) independently have positive effects on turnover. Turnover due to the economic mechanism leads to a higher position and pay, whereas turnover due to the psychological mechanism does not guarantee the same outcome. Further, when examining how pay dissatisfaction influences turnover simultaneously with CEO awards, the authors find that managers with the highest pay leave their firm, and not those with the lowest pay.Originality/valueThe paper employs the pull-and-push theory in the employee turnover literature and applies it to the top management team literature. By doing so, this paper contributes original insights to how economic and psychological mechanisms simultaneously affect managerial turnover and its subsequent outcomes.

scholarly journals Diversity faultlines, shared objectives, and top management team performance

2010 ◽  
Vol 64 (3) ◽  
pp. 307-336 ◽  
Author(s):  
Daan van Knippenberg ◽  
Jeremy F Dawson ◽  
Michael A West ◽  
Astrid C Homan
Keyword(s):  
Team Performance ◽  
Top Management Team ◽  
Management Team ◽  
Top Management
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