The present study addressed the issue of short-term performance effects of midseason coach turnover in soccer. Although there are several reasons for changing coaches, midseason change is often associated with poor team performance (Rowe, Cannella, Rankin, & Gorman, 2005) and considered to be a way to reap short-term dividends in performance improvement (Audas, Dobson, & Goddard, 2002; Salomo & Teichmann, 2000). Koning (2003) and McTeer and White (1995) argued that the focus on midseason coach turnover is relevant in soccer, as the team composition usually changes significantly between seasons. Three succession theories are relevant in explaining the effect of midseason coach turnover on performance over the short or long term (Gamson & Scotch, 1964). According to the common sense theory, the coach is held accountable when the team underperforms, and, thus, a coaching turnover is likely to occur. According to this theory, coach turnover is expected to have a positive effect on subsequent performance, because the new coach can avoid the mistakes of the predecessor. The vicious circle theory holds that performance continues to decline following coaching turnover, which disrupts internal relationships in an organization. This destabilization leads to a further decline in performance. The third explanation is the ritual scapegoating theory, which assumes that a turnover has no impact on performance. Changing a coach is a convenient rneans of placating frustrated stakeholders, because performance depends largely on the team's quality. Empirical studies found evidence to support the ritual scapegoating theory (Cannella & Rowe, 1995; Eitzen &Yetman, 1972). Others argued that the common sense theory was more appropriate (Bennet, Phillips, Drane, & Sagas,'2003; Fabianic, 1984;McTeer & White, 1995; Pfeffer & Davis-Blake, 1986). Few studies empirically supported the vicious circle theory (Brown, 1982). Based on mixed research results, the question remains whether a midseason coach turnover has an effect on subsequent performance. Therefore, the goal of this study was to examine this effect on subsequent short-term team performance. The purposes of this study were to (a) examine whether midseason coach turnover improved results in the short term, and (b) examine how team performance compared with teams that did not have a coach turnover. The three succession theories were used as the frameworks for interpreting the results.
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