職業運動總教練更迭與團隊績效改變－以中華職棒為例

Abstract

組織的領導者必須對組織的最終績效負責，當組織面臨績效改善的需求時，領導者的更替是重要的手段之一。本研究認為，在組織領導者更迭事件中，造成組織績效改變的主要因素為前後任領導者決策風格的差異。本研究以中華職業棒球聯盟過去20年的歷次總教練更迭事件為樣本進行實證，實證結果顯示，當組織遭遇困難、面臨改變的需求時，組織往往可以藉由領導者的更迭以為組織績效帶來改善；其中，當領導者的決策風格由「謹慎型更迭為積進型」時組織績效的改善效果最為明顯；繼任者的年齡與來源對於球隊績效改變有顯著的直接效果，在職業運動中，有較多經驗的繼任者，以及由內部晉升的繼任者，能帶來較好的績效改善。

Organization leader is responsible for the ultimate performance of an organization. One of the important means for an organization to improve its performance is to replace its leader. This study suggests that differences of decision-making styles between former and successive leaders should be the main determinant to explain why performance changes through leadership successions. This study uses succession events of head coaches of the Chinese Professional Baseball League over the past 20 years as a sample to examine the effects of successors' characteristics on team performance changes. The findings show that, first, a team that encounters difficulties can often improve its performance with a new head coach. Second, the most significant improvement on team performance occurs when leaders' decision-making styles are changed from conservative-orientated styles to progressive-orientated styles. Third, a successor's age and origin have significant direct effects on team performance change in professional sports; successors with more experiences and come from internal promotion can improve the team performance better.