中文摘要：

基于“高层梯队理论”，以目前中国16家上市银行2006—2015年间的金融数据为研究对象，以非平衡面板数据为研究方法，研究高层管理团队（以下简称“高管”）异质性对银行创新能力的影响。研究结果显示：银行创新能力与高管团队年龄异质性呈现负相关关系，与性别异质性呈现正相关关系。但在不同性质的银行中，高管团队异质性发挥的作用又不完全相同：除年龄异质性外，在“国有银行”中，教育水平异质性显著影响着银行的创新能力，性别异质性变得不再显著；而在“非国有银行”中，职能经验异质性和性别异质性显著影响着其创新能力。

英文摘要：

Based on Top Echelon Theory, this paper, aiming at the financial data of 16 banks which was listed during the years of 2006 to 2015, conducts research on how the heterogeneity of Top Management Team (hereinafter referred to as“TMT”) exerts influence on the innovation ability through unbalanced panel data. The result of the research shows that the innovation ability of banks have negative correlation with the age heterogeneity of Top Management Team, and positive correlation with gender heterogeneity. Among different banks, the heterogeneity of Top Management Team works not in the same way totally. Except for age heterogeneity, the heterogeneity of education level obviously affects the innovation ability of banks while gender heterogeneity does not affect markedly; among non- state banks, the heterogeneity of work experience and gender heterogeneity markedly affect their innovation ability.