Purpose

This study aims to examine how senior foreign executives in a top management team catalyse strategic change in firms that originated from emerging markets (EMs). It further examines the moderating effects of organisational size and uncertainty avoidance (UA) on the positive relationship between senior foreign manager and strategic change in an organisation.

Design/methodology/approach

The panel data econometrics and multilevel analyses were adopted to run the model. The author tests hypotheses on 263 emerging market firms (EMFs), originating from nine EMs.

Findings

Empirical results reveal that senior foreign managers are active agents who can promote and implement strategic change in an organisation. They possess a different set of values, knowledge and experiences that can trigger strategic change. In addition, firm size and UA weaken the relationship between senior foreign manager ratio and strategic change of a firm..

Practical implications

This study indicates that recruiting committees of EMFs should consider hiring senior foreign managers to foster a higher degree of strategic change. Nevertheless, firm size and UA may impose implementation difficulties for senior, foreign managers. As a result, the focal firm should be flexible and open to change.

Originality/value

This study aims to contribute to strategic change and top management team internationalisation literature by promoting the role of senior foreign managers and national culture on strategic change.

中文翻译：

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战略变革：高级外国管理人员的影响，公司规模和避免不确定性

目的

这项研究旨在研究高层管理团队中的外国高级管理人员如何促进源自新兴市场（EM）的公司的战略变革。它进一步研究了组织规模和避免不确定性（UA）对高级外国经理和组织战略变革之间的正向关系的调节作用。

设计/方法/方法

采用面板数据计量经济学和多级分析来运行该模型。作者对来自9个新兴市场的263个新兴市场公司（EMF）进行了假设检验。

发现

实证结果表明，外国高级管理人员是积极的代理人，可以促进和实施组织的战略变革。他们拥有一系列可以触发战略变革的价值观，知识和经验。此外，公司规模和UA削弱了高级外国经理比率与公司战略变更之间的关系。

实际影响

这项研究表明，EMF的招聘委员会应考虑聘请外国高级管理人员，以促进更高程度的战略变革。然而，公司规模和UA可能会给高级外国经理带来实施上的困难。因此，焦点公司应具有灵活性并愿意改变。

创意/价值

本研究旨在通过促进高级外国管理人员和国家文化在战略变革中的作用，为战略变革和高层管理团队的国际化文献做出贡献。