The Research On The Relationship Between TMT-Diversity And Turnover In Top-Management Groups Of GEM Enterprises In China:The Contingency Effect Of Organizational Slack

Enterprices need equip its' core top management team with discipline background and professional exprience to improve its environment adaptability and creativity.At the same time,to ensure completion of the organization management strategy,companies tend to formulate a variety of personnel promotion machanism to maintain the stability of the TMT.Since the GEM has plated,frequent Revelations executives events led investors to question the executives' motivation.To save the neccesary human captial and social captial and provide theoretical and practical guidence,revealing the depature of the TMT from the TMT stucture characteristic and organizational factors is important for the enterprise.Organization Science focuses their attention on predicting depature from the individual level,their emphasis is that the organizational behavior is depended on the personal effects.In comparison,the economics focus their attention on the overall perspective of the research question.Most of the departure research are from the individual differences or from the aspect of company governance mechanism and historical performance.The traditional turnover research often ignores the relevance of organizations and individuals.Enterprises,staff,and top management team are interactional organisms,and turnover is often a result of the combined action of influence factors come from different level,it is necessary to combine multiple levels of factors to explore the problem of turnover.Based on upper echelcons theory,the top management team structure or top management team characteristics diversity are more important in the prediction of executives depatures than CEO personal traits.In addition,slack resource indicates that organizational resources that limites the degree of potential impact on executive team functions,but few scholars study.So it is of great significance to explore slack resource on team diversity contingency effect.In this paper,we use the hierarchical linear models to explore the relationship between the time level and the company level team diversity factors and depatures.In addition,we study the company level's resource slack moderates the time level relation of top management team diversity and turnover rate.Empirical research is divided into two levels: Time-Variant level and Time-Invariant level.Time Variant level analyses dynamically growth trends or track changes to facilitate enterprise longitudinal comparison of different year's turnover rate;Time-Invariant horizontally campares the same type's number(degree)of the relationship between diversity and turnover rate between different companies.This conclusion are as follows:(1)at the time-variant level,top management team pay disparity is significantly positively related to and turnover rate;while TMT education variery significantly reduces turnover rate of the next year,age separation and turnover rate is not significantly positive related in statistical sense.2)at the company level,income disparity is significantly positive related to turnover rate but not age separationeducation variety;3)time invariant level of pay disparity and education variety across nagatively moderate the ralationship between age separation and turnover rate at the time variant level.4)time invariant level of slack resource enhances the positive correlation between age separation and turnover rate,decrease the time level executive team negative correlation between educational diversity and turnover rate.In this paper,we explore the relationship between the diversity of top management team stucture and turnover from the time variant level and the time invariant level at the same time,and verify the diverse interaction between diversity variables.Slack resource adjust the relationship between top management team sturcture diversity and turnover rate by across-level.Not only is important for our country to guide the GEM enterprises human resources management issues such as recruitment and promotion,but also provide further theoretical direction to diversity research.