Existing theories of diversity typically focus on a limited range of usually American research settings and on a relatively narrow range of types of diversity. Here, we examine a less commonly used measure of diversity, top management team (TMT) functional diversity, for a sample of non-US multinational enterprises (MNEs) from a cross-cultural perspective. We theorize and empirically test the notion that the individualism–collectivism dimension of national culture moderates the relationship between TMT diversity (measured by functional heterogeneity) and firm performance such that greater functional diversity among TMTs in collectivistic national cultures improves firm performance, while greater functional diversity among TMTs in individualistic national cultures weakens MNE performance. Our empirical results based on a sample of MNEs from 25 countries support our hypotheses. The relationship between TMT functional heterogeneity and firm performance is strongly negative in highly individualistic national cultures but positive in collectivistic national cultures. Managerial implications, limitations, and future research directions are discussed.

中文翻译：

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最高管理团队的多样性，个人主义-集体主义和跨国企业绩效

现有的多样性理论通常侧重于美国研究环境的有限范围和相对狭窄的多样性类型。在这里，我们从跨文化的角度，对非美国跨国企业（MNE）的样本，研究了不那么常用的多样性衡量标准，即最高管理团队（TMT）职能多样性。我们对以下理论进行理论化和实证检验：民族文化的个人主义-集体主义维度缓和了TMT多样性（通过功能异质性衡量）与公司绩效之间的关系，从而使TMT在集体主义民族文化中更大的功能多样性提高了公司绩效，同时更大的功能多样性个人主义民族文化中的TMT中的弱势群体削弱了跨国公司的表现。我们基于来自25个国家/地区的跨国公司的样本得出的经验结果支持了我们的假设。在高度个人主义的民族文化中，TMT功能异质性与公司绩效之间的关系强烈为负，而在集体主义民族文化中则为正。讨论了管理意义，局限性和未来的研究方向。