本文主要研究總經理雙元性企業之高階管理團隊多樣性對企業創新績效的影響。團隊多樣性分為性別、種族、教育程度、科系背景、工作經驗、國外學歷以及國外工作經歷等。高階管理團隊多樣性衡量方式，主要根據Blau`s index來衡量。本文使用專利權數目衡量公司的創新績效，並以2014年後申請累計通過核准的專利權數作為創新績效的代理變數。資料來源為台灣上市公司總經理雙元性之企業，共182家高階管理團隊。研究結果顯示高階管理團隊之性別、教育程度、科系背景以及專業經驗多樣性與創新績效並無顯著關係。而高階管理團隊之種族多樣性、國外學歷以及國外工作經驗與創新績效有著正向顯著關係。最後本文也在總經理雙元性經營團隊的模型裡，加入家族控制調節部分。並進一步把資料分為電子業與非電子業，研究結果顯示在電子業中家族企業對總經理雙元性經營團隊之國籍、教育程度、國外學歷以及國外工作經驗多樣性存在正向之調節效果。而家族控制對高階管理團隊成員之性別、工作經驗多樣性與創新績效之間存在負向之調節效果。

This study discusses the relationship between top management team diversity and innovation performance in CEO duality firm. Top management team diversity included of gender, ethnicity, education level, major subject (field of study), work experience, foreign qualifications, and foreign work experience. Top management team diversity is measured by Blau`s index. Innovation performance measured by the numbers of patents. Using a sample of CEO duality companies of the listed companies in Taiwan to test hypothesises. The results show that top management team diversity in ethnicity, foreign qualifications, and foreign work experience have a positive effect on innovation performance. These mean that top management team diversity in culture may improve innovation performance of the firm. In the second part, the data divided into electronic and non-electronic industries. The results show that family companies have a positive moderating effect between top management team diversity in ethnicity, educational level, foreign qualifications, and foreign work experience in the electronics industry. Having a negative moderating effect between top management team diversity in gender, work experience and innovation performance of the firm.

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