Executive Succession, Organizational Performance, and Charisma
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EXECUTIVE SUCCESSION, ORGANIZATIONAL PERFORMANCE, AND CHARISMA by STEVEN M. WEINGARDEN DISSERTATION Submitted to the Graduate School of Wayne State University, Detroit, Michigan in partial fulfillment of the requirements for the degree of DOCTOR OF PHILO SOPHY 2004 MAJOR: PSYCHOLOGY (Industrial and Organizational) Approved by: __________________________________ Advisor Date __________________________________ __________________________________ __________________________________ © COPYRI GHT BY STEVEN M. WEINGARDEN 2004 All Rights Reserved DEDICATION To those who are willing to reject the status quo … Personality is part of the package too. Sure, an O’Malley is going to get all the cooperation from the other owners and the Commissioner while I’m always going to be wrestling single -handed. I’m a maverick. I’m a maverick the way O’Malley is a politician, by nature and by inclination. You cannot set yourself against the status quo and expect that the status quo isn’t going to fight back. … The status quo, by definition, wins almost every battle; otherwise it ain’t the status quo any more. So you pick yourself up, dig the dirt out of your ears and try again. -Bill Veeck Feelings of limitless horizons opening up to the vision, the feeling of being simultaneously more powerful and also more helpless than one ever was before, the feeling of great ecstasy and wonder and awe, the loss of placing in time and space with, finally, the conviction that something extremely important and valu able had happened, so that the subject is to some extent transformed and strengthened even in his daily life by such experiences. -Abraham Maslow ii ACKNOWLEDGMENTS Where to begin … Without question, a well -done dissertation is an inclusive project with so many parties playing a role in the successful effort. The following people have played a significant role in the completion of this work. My parents: They still do not fully understand the dissertation process (they are not alone), but encourage d its completion at all times, like diehard fans rooting for their team to bring home the World Series Championship. Go Tigers! Carolyn: She served (not by her own choice) as my editor, administrator, thought -board, dissertation -neglected girlfriend and then dissertation -neglected fiancée. Without her, the administrative process would have been slowed extensively. Someday, when we own a baseball team, I hope she will be willing to be the grounds crew – making certain that the field is always fit for pla y. Of course, in addition to her grounds crew duties, she would also be my partner in the venture! And on that same team, my front office would include the following people who agreed with the vision, but were willing to disagree with me: iii Marcus Dickson : He encouraged not only the dissertation topic, but also the entire line of research that I have pursued. His contributions have been essential to the fulfillment of the task, and to the utility of the research. Like a good coach, Marcus expressed conf idence in my ability to transform magnificent visions into practical contributions. Shel Alexander: He too was instrumental in the development of the entire line of research focused on the overlap between I/O psychology and sport psychology. From encoura ging research on topics sometimes ignored in social psychology to insisting that I create and offer a sport psychology course, to the general pursuit of new paths, Shel offered great coaching. Tom Naughton: He was interested in the topic, and searched for information that would improve the quality of the dissertation. Tom’s comments were invaluable, and he performed like a free agent signed in the offseason who exceeds expectations. Ty Partridge: He was scouted during a Master’s thesis committee on which he served. There was nothing but positive feedback regarding Ty, and he fulfilled those expectations that were present when we drafted him for this committee. iv With the aforementioned individuals, I was able to develop a team of all first choices for my committee. Finally, there is one other acknowledgement that must be made: Society for American Baseball Research (SABR): Without the passion, commitment, and expertise of this organization, the data needed to complete this study would have been unavailab le. I have had only good experiences with SABR dating back nearly a decade. Their dedication to accuracy and completion led to one of the strengths of this study. Their love for baseball and their efforts to enhance the richness of baseball history is a dmirable. v TABLE OF CONTENTS Chapter Page DEDICATION ................................ ................................ ................................ .... ii ACKNOWLEDGMENTS ................................ ................................ .................. iii LIST OF TABLES ................................ ................................ ............................ vii LIST OF FIGURES ................................ ................................ ......................... xii CHAPTERS CHAPTER 1 – Introduction ................................ ................................ ............... 1 CHAPTER 2 – Method ................................ ................................ .................... 43 CHAPTER 3 – Results ................................ ................................ .................... 64 CHAPTER 4 – Discussion ................................ ................................ .............. 80 ENDNOTES ................................ ................................ ................................ .. 107 APPENDICIE S Appendix A – Roles of Top Leadership in General ................................ ....... 160 Appendix B – Roles of Top Leadership in Private Organizations .................. 161 Appendix C – Full Listing of Executive Predecessors and Successors ......... 162 Appendix D – Two -year Successions ................................ ........................... 167 REFERENCES ................................ ................................ ............................. 168 ABSTRACT ................................ ................................ ................................ ... 189 AUTOBIOGRAPHICAL STATEMENT ................................ .......................... 191 vi LIST OF TABLES TABLE PAGE Table 1 – Criteria for Executive Successions ................................ ................ 108 Table 2 – Sources for Criteria ................................ ................................ ....... 109 Table 3 – Descriptive Information of Executive Successors by Charisma .... 110 Table 4 – Descriptive Inform ation for the Overall Sample ............................. 111 Table 5 – Number of Years as President for Successor (Overall Sample) ... 112 Table 6 – Intercorrelations Between Winning Percentage Predictors for the Overall Sample ( N=140) ................................ ................................ ............... 113 Table 7 – Standard Regression Overall Model Summ aries for Winning Percentage for Overall Sample ( N=140) ................................ ....................... 114 Table 8 – Standard Regression Weights and Semi -Partial Correlations for Winning Percentage for the Overall Sample ( N=140) ................................ ... 115 Table 9 – Intercorrelations Between Winning Percentage Predictors for the Overall Sample Without Outliers ( N=139) ................................ ..................... 116 Table 10 – Standard Regression Overall Model Summaries for Winning Percentage for Overall Sample Without Outliers ( N=139) ............................ 117 Table 11 – Standard Regression Weights and Semi -Partial Correlations for Winning P ercentage for the Overall Sample Without Outliers ( N=139) ......... 118 Table 12 – Intercorrelations Between Attendance Predictors for the Overall Sample ( N=140) ................................ ................................ ............................ 119 vii Table 13 – Standard Regression Overall Model Summaries for Attendance for Overall Sample ( N=140) ................................ ................................ ............... 120 Table 14 – Standard Regression Weights and Semi -Partial Correlations for Attendance for the Overall Sample ( N=140) ................................ ................. 121 Table 15 – Intercorrelations Between Attendance Predictors for the Overall Sample Without Outliers ( N=139) ................................ ................................ .122 Table 16 – Standard Regre ssion Overall Model Summaries for Attendance for Overall Sample Without Outliers ( N=139) ................................ ..................... 123 Table 17 – Standard Regression Weights and Semi -Partial Correlations for Attendance for the Overall Sample Without Outliers ( N=139) ....................... 124 Table 18 – Number of Years as President for Successor for the Ownership Subsample ( n=94) ................................ ................................ ........................ 125 Table 19 – Intercorrelations Between Winning Percentage Predictors for the Ownership Subsample ( n=94) ................................ ................................ ...... 126 Table 20 – Standard Regression Overall Model Summaries for Winning Percentage for th e Ownership Subsample ( n=94) ................................ ........ 127 Table 21 – Standard Regression Weights and Semi -Partial Correlations for Winning Percentage for the Ownership Subsample ( n=94) .......................... 128 Table 22 – Intercorrelations Between Attendance Predictors