The Time to Succeed: CEO Appointment Phase Entrainment and Post-Succession Firm Operational Performance

IF 9.3 1区管理学 Q1 BUSINESS

Journal of Management Pub Date : 2025-01-31 DOI:10.1177/01492063241311853

Diego Villalpando, Robert J. Campbell, Liliana Pérez-Nordtvedt

{"title":"The Time to Succeed: CEO Appointment Phase Entrainment and Post-Succession Firm Operational Performance","authors":"Diego Villalpando, Robert J. Campbell, Liliana Pérez-Nordtvedt","doi":"10.1177/01492063241311853","DOIUrl":null,"url":null,"abstract":"Given the inevitability of CEO successions and the importance of CEOs to firm performance, a stream of research explores the effects of new CEO appointments on post-succession firm performance. Yet, scholarly findings regarding the performance outcomes provoked by CEO succession are decidedly mixed. We argue that a temporal explanation, particularly one focusing on the dates at which new CEOs are appointed to their positions (i.e., when they begin their tenures), may offer critical insight into this relationship. As such, to advance the CEO succession literature, we define CEO appointment phase entrainment as timing the start day of a newly appointed CEO to coincide with the beginning of well-known zeitgebers, and we offer arguments—leveraging organizational entrainment theory—suggesting that entraining CEO appointments to the start of the calendar or fiscal year zeitgebers results in heightened operational performance. Further, we argue that entraining such appointments to these zeitgebers will be more effective when the new CEO is an outsider, young, or an occupational minority. Across numerous analyses, we find empirical evidence consistent with our theory. We therefore make important theoretical contributions to the CEO succession and organization entrainment literatures.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"122 1","pages":""},"PeriodicalIF":9.3000,"publicationDate":"2025-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Management","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1177/01492063241311853","RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"BUSINESS","Score":null,"Total":0}

引用次数: 0

Abstract

Given the inevitability of CEO successions and the importance of CEOs to firm performance, a stream of research explores the effects of new CEO appointments on post-succession firm performance. Yet, scholarly findings regarding the performance outcomes provoked by CEO succession are decidedly mixed. We argue that a temporal explanation, particularly one focusing on the dates at which new CEOs are appointed to their positions (i.e., when they begin their tenures), may offer critical insight into this relationship. As such, to advance the CEO succession literature, we define CEO appointment phase entrainment as timing the start day of a newly appointed CEO to coincide with the beginning of well-known zeitgebers, and we offer arguments—leveraging organizational entrainment theory—suggesting that entraining CEO appointments to the start of the calendar or fiscal year zeitgebers results in heightened operational performance. Further, we argue that entraining such appointments to these zeitgebers will be more effective when the new CEO is an outsider, young, or an occupational minority. Across numerous analyses, we find empirical evidence consistent with our theory. We therefore make important theoretical contributions to the CEO succession and organization entrainment literatures.

查看原文本刊更多论文

成功的时机：首席执行官任命阶段和继任后的公司运营绩效

鉴于CEO继任的必然性和CEO对公司绩效的重要性，一系列研究探讨了新CEO任命对继任后公司绩效的影响。然而，关于CEO继任引发的绩效结果的学术研究结果显然是喜忧参半。我们认为，时间上的解释，特别是关注新ceo上任的日期（即他们开始任期的时间），可能会对这种关系提供关键的见解。因此，为了推进CEO继任文献，我们将CEO任命阶段夹带定义为将新任命CEO的开始日期与知名的授时因子的开始时间相吻合，并利用组织夹带理论提出论据，表明将CEO任命与日历或财政年度授时因子的开始时间相吻合，可以提高运营绩效。此外，我们认为，如果新任首席执行官是外部人士、年轻人或职业少数群体，那么将这些任命与这些时代特征结合起来会更有效。通过大量的分析，我们发现经验证据与我们的理论一致。因此，我们对CEO继任和组织包容的研究做出了重要的理论贡献。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Journal of Management Multiple-

CiteScore

22.40

自引率

5.20%

发文量

期刊介绍： The Journal of Management (JOM) aims to publish rigorous empirical and theoretical research articles that significantly contribute to the field of management. It is particularly interested in papers that have a strong impact on the overall management discipline. JOM also encourages the submission of novel ideas and fresh perspectives on existing research. The journal covers a wide range of areas, including business strategy and policy, organizational behavior, human resource management, organizational theory, entrepreneurship, and research methods. It provides a platform for scholars to present their work on these topics and fosters intellectual discussion and exchange in these areas.