Research On The Relationship Between Ceo Succession And Team Performance

The enterprises have to face the survival stress when they are involved in thedynamic competition environment. The enterprises put forward higher requirements tothe top managers and the top management team, in order to cope with the increasinglyfierce competition. When the members’ knowledge structure of the top managementteam can’t match with the popular management methods, it will slow down the speed ofthe enterprise development. The enterprises need to select a professional manager whoowns rich management experience, in order to solve the enterprises’s problems. Whenthe composition of top management team changed, it would destroy the special workproductivity of the top management team. We have to pay attention to the changes forthe stability and the efficiency of top management team.The management environment is worsening than before, which bringing theindustrial deeply reshuffle. The executives change more and more frequently, and thechairmen, presidents and general managers who own the important core managementpower joined in the departure. The excellent executive is the enterprise’s most precioushuman resources. How to maintain a stable and efficient top management team is the keypoint to get a competitive advantage. It does harm to the enterprises when the topmanager removed. It will be a signal that the enterprise is under bad management. It willalso affect employees’ morale, and make the stakeholders to lose confidence forenterprise management. If the top manager left with the enterperise’s core technology orcore clients, it will make the enterprise lose it’s core competitive advantage. So it will bean important decision to choose a profitable top manager successor.When the former executives left the office, the new successor executives will meettask conflicts and relationship conflicts because he came from the difference origin. Therelationship between the executive succesion and the top management team performanceneed a further research. As the important roles of the top management team conflict, itwill affect the top management performance. So we choose team conflict as a mediatorvariable to discuss the relationship between CEO successor and team performance.In this paper, we use the logic framework of:(1) Introduction. This paper bases onthe realistic background of the executives succession. We introduce the background, significance, logic framework and innovation points.(2) Literature review. Based on therelated literature of the executive succession, the team conflict and the team performance,there is a ton of research showing the characteristics of executives. There is only a fewresearches about the executives succession origin. The executive succession origin willinfluence the style of the top management conflicts and the intense of the conflict.(3)The relevant theories and concepts defined. This paper defines the research objects,analyses the characteristics of executive successor, and introduces the theories of the topmanagement team, team conflict theories, and team performance theories.(4) Empiricalresearch design and methods. By analyzing the executive succession origin, topmanagement team conflicts, and the performance, we put forward the correspondingresearch hypothesis, and build the related theory model. This paper adopts the way ofquestionnaires to collect data. We choose the questionnaire about team conflict whichwas developed maturity. The questionnaire about team performance combined with thecharacteristics of the top management team has carried on the correction. We useSpss19.0, Amos17.0, Eviews6.0and other statistical software for analysis.(5) Dataanalysis and hypothesis testing. In this paper, we use a small sample data on thequestionnaire reliability and validity of the test, and we use the large sample data for thereliability analysis, validity analysis, correlation analysis, factor analysis and regressionanalysis. Through the outcomes of the statistical software, we test the hypothesis with thedata, and analyze the result.(6) Conclusion. In the end we summarize the conclusion, andput forward the corresponding countermeasures, summarize the shortcomings in thecourse of the study, and put forward the future research direction.We use statistical software to test the theoretical assumptions. And we get thefollowing conclusions:(1) Executive succession has significant negative impact on top management teamperformance.(2) The team conflict has significant negative impact on top management teamperformance.(3) In the process of executive succession has significant negative impact on topmanagement team performance, team conflict has played a partial intermediary role.