Top management team heterogeneity and firm performance

Abstract

At this research will try to analyze the direct relation that the Upper Echelons Theory establishes between the diversity of the demographic characteristics of the top management teams and the performance. As Hambrick and Mason (1984: 193), we consider that “organizational outcomes are viewed as reflections of the values and cognitive bases of powerful actors in the organization: the top managers”. Moreover, “managerial characteristics of these top managers are indicators of firm performance” (1984: 196). Premise that we will try to test in this research across the empirical contrast of five hypotheses and a theoretical model. The results of our research reveal us how of five raised hypotheses, three are fulfilled in its entirety, one was fulfilling partially to the being the sense of the existing relation the inverse one to the raised one, and one is not fulfilled.