Executive deviance as a sociopolitical force in dismissals
The seminal model of CEO dismissals utilizes four sociopolitical forces that operate together in determining whether a CEO will be dismissed. Missing from the sociopolitical forces of CEO dismissals is executive deviance. We propose the inclusion of executive deviance as the fifth sociopolitical for...
| Authors: | ; ; |
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| Format: | Electronic Article |
| Language: | English |
| Published: |
2021
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| In: |
Deviant behavior
Year: 2021, Volume: 42, Issue: 2, Pages: 193-209 |
| Online Access: |
Presumably Free Access Volltext (lizenzpflichtig) Volltext (lizenzpflichtig) |
| Journals Online & Print: | Drawer...
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| 245 | 1 | 0 | |a Executive deviance as a sociopolitical force in dismissals |c Jeremy J. Foreman, Brian P. Soebbing, Chad S. Seifried |
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| 520 | |a The seminal model of CEO dismissals utilizes four sociopolitical forces that operate together in determining whether a CEO will be dismissed. Missing from the sociopolitical forces of CEO dismissals is executive deviance. We propose the inclusion of executive deviance as the fifth sociopolitical force in CEO dismissals, which is not limited to the deviant actions of the executive, but also the executive’s subordinates. Within the comprehensive CEO dismissal framework, the effect of executive deviance on head coach dismissals in the National Football League (NFL) from the 2000-2001 to 2015-2016 season is examined using four levels of executive deviance: (a) deviance committed directly by the executive, (b) minor workplace deviance by employees, (c) serious workplace deviance by employees, and (d) off-duty deviance by employees. Logistic regression results indicate all four levels of executive deviance increase the likelihood of executive dismissal and have more substantial effects than organizational performance. We encourage researchers to include executive deviance within their comprehensive, ceteris paribus models of CEO dismissals, empirically test the effects of executive deviance in various industries, and revisit past models of executive dismissals to mitigate potentially erroneous statistical results from confounding variables. | ||
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