CEO proactiveness, innovation, and firm performance

IF 9.1 1区管理学 Q1 MANAGEMENT

Leadership Quarterly Pub Date : 2022-06-01 DOI:10.1016/j.leaqua.2021.101545

Andreea N. Kiss , Andres Felipe Cortes , Pol Herrmann

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引用次数: 24

Abstract

Chief Executive Officers (CEOs) are essential in driving firm innovation. However, despite existing research on CEO personality characteristics and firm innovation and performance, we know relatively little about how personality characteristics reflecting anticipatory action and strong outcome-oriented components, such as proactiveness, shape firm innovation and performance. We explore the relationship between CEO proactiveness and three facets of organizational innovation, as well as its impact on firm performance. We suggest that CEO proactiveness is manifested in different network-building, problem-solving, and feedback-seeking behaviors with different implications for exploratory innovation, exploitative innovation, and organizational ambidexterity, and that its effect on firm performance is partially mediated by organizational ambidexterity. By examining the influence of this important CEO personality characteristic on key firm strategic choices and performance, we extend research on strategic leadership and firm innovation and performance.

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CEO主动性、创新与企业绩效

首席执行官(ceo)在推动企业创新方面至关重要。然而，尽管已有关于CEO人格特征与企业创新和绩效的研究，但我们对反映预期行为和强烈结果导向成分(如主动性)的人格特征如何影响企业创新和绩效的研究相对较少。我们探讨了CEO主动性与组织创新三个方面的关系，以及其对企业绩效的影响。研究发现，CEO的主动性表现在不同的网络构建、问题解决和反馈寻求行为中，对探索性创新、剥削性创新和组织双元性具有不同的影响，其对企业绩效的影响部分受组织双元性的中介作用。通过考察CEO这一重要人格特征对企业关键战略选择和绩效的影响，我们扩展了战略领导与企业创新和绩效的研究。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Leadership Quarterly Multiple-

CiteScore

15.20

自引率

9.30%

发文量

期刊介绍： The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.