Firm performance and marketing analytics in the Chinese context: A contingency model

A survey of new manufacturing firms yielded significant support for hypothesized relationships between psychological differences, background characteristics, and scanning behavior of the owner/founder and firm performance. In addition, a proposed contingency model of new manufacturing firm performance was tested using moderated regression analysis. This model suggests that a linear combination of psychological, background, and scanning characteristics of the owner/founder acting on firm performance may be moderated by industry dynamics.

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A Contingency Model on Knowledge Management-Firm Performance Relationship: An Empirical Study from China

2008 International Seminar on Future Information Technology and Management Engineering ◽

10.1109/fitme.2008.102 ◽

2008 ◽

Cited By ~ 1

Author(s):

Yangcheng Hu ◽

Liming Deng

Keyword(s):

Knowledge Management ◽

Firm Performance ◽

Empirical Study ◽

Contingency Model

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Top Management Team Intrapersonal Functional Diversity and Adaptive Firm Performance: The Moderating Roles of the CEO–TMT Power Gap and Severity of Threat

Frontiers in Psychology ◽

10.3389/fpsyg.2021.772739 ◽

2021 ◽

Vol 12 ◽

Author(s):

Changlong Ma ◽

Yuhui Ge ◽

Jingwei Wang

Keyword(s):

Firm Performance ◽

Functional Diversity ◽

Interaction Effect ◽

Top Management Team ◽

Management Team ◽

Top Management ◽

Regression Analyses ◽

Contingency Model ◽

Team Adaptation ◽

Threat Rigidity

While usually argued to be improving firm performance, the effect of top management team (TMT) functional diversity on firm performance is mixed. Bridging the TMT diversity, team adaptation, and threat-rigidity literature, we present a contingency model in which the relationships between intrapersonal functional diversity (at both CEO and TMT levels) and adaptive firm performance depend on the CEO–TMT power gap and severity of threat. To test our hypotheses, 270 firms, which have been severely affected due to the COVID-19 pandemic, were selected from China's A-share listed companies. Multiple regression analyses have shown that a moderation of CEO intrapersonal functional diversity's effect on adaptive firm performance by the CEO–TMT power gap is moderated by the severity of threat. However, no significant main or interaction effect of TMT intrapersonal functional diversity was found. The findings of this study have implications for the recovery or improvement of firm performance in threat situations.

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