The impact of deviance on head coach dismissals and implications of a personal conduct policy

Abstract

Effects of deviant behavior committed by NFL teams' coaching staffs and players on head coach dismissals are examined before and after a personal conduct policy change. Using 505 observations from 2000 through 2015, survival analysis results indicate deviance committed by players affect head coach retention decisions. More specifically, workplace deviance committed by subordinates, as measured by player fines, increases head coach dismissal likelihood, regardless of the institutional emphasis on personal conduct, represented by a personal conduct policy modification. However, penalty yards and off-duty legal incidents committed by players only increase the likelihood of head coach dismissal following the personal conduct policy modification, which was implemented to deter deviant behavior viewed by external stakeholders. Though head coaches are dismissed following instances of player misconduct, when those instances of misconduct result in suspensions (i.e., coaches are unable to utilize all their resources), the likelihood of head coach retention increases, suggesting suspensions may operate as an excuse for poor performance, thus allowing head coaches of deviant players to potentially forestall their dismissal. Highlights:• Four types of deviance and a policy change are used to explain leader dismissals • Deviance committed by subordinates increase the likelihood of leader dismissal • Penalties and legal incidents increase dismissal likelihood after a policy change • Leaders may forestall dismissal when punishments limit their available resources

Head Coach Changes in Women’s College Soccer: An Investigation of Women Coaches Through the Lenses of Gender Stereotypes and the Glass Cliff

“…Our first set of models documented that coaches of teams with many losses, fewer wins, and lower winning percentage over the course of a season are significantly more likely to be dismissed after the end of the season. This finding is similar to existing research reporting that poor performance by teams is a significant predictor of head coach dismissal (Foreman et al 2018;Holmes 2011).…”

“…This difference in starting conditions can dampen their experiences as head coaches. Even if their work as a coach is evaluated without biases, they may still be more likely to be dismissed because of poor performance which is a significant predictor of coach dismissals-as shown in our first set of models and previous research (e.g., Foreman et al 2018;Holmes 2011).…”

“…Within sports, a number of studies have looked at the factors affecting the evaluation of leadership positions, including head coaches, and resulting decisions of coach retention or dismissal (Foreman et al 2018;Holmes 2011;Mixon and Trevino 2004). Existing studies across countries and leagues demonstrate that poor performance by teams is a significant determinant of coach dismissals (Foreman et al 2018;Mixon and Trevino 2004). Few researchers, however, have studied the role of gender.…”

Racial Bias in National Football League Officiating

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Gambling with leadership succession in Brazilian football: head coach turnovers and team performance

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