| Abstract: | Boyne and Dahya (2002) posit that the means, motives, and opportunitiesavailable to top managers will affect their ability to impactorganizational performance. In this analysis, I test the theoryposited by Boyne and Dahya and expand the model by exploringwhether the performance effects of executive succession differbetween an internal promotion and an external hire. Using Texasschool superintendents as the managers in question, I use pooled,time-series data to test both the immediate and the long-termeffects of managerial succession on performance. The findingsreveal that an immediate, negative effect of executive successionis present only in the case of an externally hired replacementand that the long-term effect of managerial change on organizationalperformance is positive. These findings suggest that publicmanagerial succession does influence organizational performance. |
