Top management team demography and firm operating performance: a path analysis

The multi-level paths from age diversity to organizational citizenship behaviors: could leader/team-member exchange be answers that benefit the paths?

Introduction

Organizational citizenship behavior (OCB) plays a crucial role in fostering the continuous growth and development of organizations. This essay aligns with the current labor force structure changes resulting from population aging, focusing on exploring the relationship between age diversity and multi-level OCB.

Methods

A multi-level moderation model was employed to collect data from 882 employees across 87 groups of Chinese state-owned enterprises. Linear regression and hierarchical linear modeling (HLM) were used to test the hypotheses.

Results

The findings of this study indicate that (1) leader-member exchange (LMX) moderates the negative effect of age diversity on group-level organizational citizenship behavior (GOCB); (2) team-member exchange (TMX) moderates the negative relationships between age diversity and individual-level organizational citizenship behavior toward organizations (OCBO) and organizational citizenship behavior toward individuals (OCBI).

Conclusion

The empirical study carries substantial implications for future discourse on human resource practices (HRPs) and research pertaining to population aging within organizational contexts.

The Impact of Leadership Diversity on Firm Performance in Singapore

The intersection of sustainability and corporate governance is particularly evident in leadership diversity, which has gained increasing prominence in recent years. The central question of leadership diversity’s impact on firm performance remains open, including for Asia, which has been relatively less-studied. This paper seeks to contribute to this literature, adopting a multi-dimensional view of leadership diversity in Singapore’s public-listed companies. We examine diversity in boards and senior management combined, in order to better understand the impact of diversity among firm strategic leadership. Based on random effects regression analysis using data from 577 companies, our results generally provide support for a beneficial diversity impact. Gender, age, and education leadership diversity were found to have a positive influence on financial performance. We further found gender diversity and performance to have an inverted U-shaped relationship, with the inflexion point being gender parity. This suggests a potentially important role for gender parity in firm leadership governance.

Female Corporate Leadership and Firm Growth Strategy: A Global Perspective

This study aims to understand the relationship between female corporate leadership and firm performance based on exploration and exploitation strategies using a global enterprise data set. Previous studies report conflicting evidence of female corporate leadership on firm performance. This study applies an exploration–exploitation framework and suggests that the relative advantage of female corporate leadership relies upon certain aspects of the firm’s growth strategy. The empirical evidence confirms that the relative advantage of female corporate leadership resides more in the exploitation than the exploration aspect of a firm’s growth strategy compared to male corporate leadership. The study thus offers important implications for broader business practices when considering the alignment between the choice of corporate leadership and firm growth strategy.