Market success as a criterion for assessing player contributions in sports businesses via a regression-based approach using adjusted performance measures and quasi-dummy variables

Using winning percentage as a well-established proxy for market success, this article proposes a method for estimating the relative contributions of players to victories as an assessment of their worth—that is, their value to team owners or their greatness as judged by sports fans. Specifically, the proposed approach regresses winning percentage on adjusted measures of team performance (with the players of interest omitted) plus quasi-dummy variables coded to represent the participation rates of the relevant players. Though this approach lends itself to use across a wide variety of sports (professional or college football, basketball, hockey, baseball, and so on) and situations (such as season, league, and history of team), it is described primarily in the context of major league baseball and is illustrated by means of a specific empirical application to the case of the New York Yankees.     

Star power in the eye of the beholder: A study of the influence of stars in the movie industry

Organizations employ various risk-mitigation strategies to cope with the uncertainty in marketing new products. In the motion picture industry, an important strategy is to cast star actors and actresses in movies. The ultimate box-office success, however, depends on multiple stakeholders involved with financing, making, distributing, and watching the movie. In pursuing different goals and interests, the stakeholders may look for different aspects of star power to mitigate their own risk. This paper examines how the influence of stars varies across key stakeholders in the movie market. The results show that, in general, stars have a greater impact on the stakeholders involved in the earlier stages of movie development and exhibition (where the risks are greater) than on those in later stages. Movie project financiers and exhibitors are strongly and directly influenced by star power, but news media and movie audiences are influenced less and only indirectly. Situated at the early stage of the movie “value chain,” the financiers are most concerned with stars’ past box-office performance. Exhibitors, however, are influenced by the “match” between a star’s genre participation history and the genre of a specific movie. By contrast, news media and movie audiences are influenced indirectly through the stars’ impact on earlier stakeholders and their decisions. The findings shed light on the value of employing star elements in new products, the marketing of stars, and movie promotion strategies.     

The effects of eWOM characteristics on consumer ratings: evidence from TripAdvisor.com

Abstract

Given the rise of online review communities, the management of consumer ratings has gained much attention in the recent years. In this study, we use data from Tripadvisor.com and examine the number of stars that a review receives. Specifically, we address how a star rating is determined by the components in the focal review as well as the preceding reviews of other consumers. Our qualitative and quantitative analyses provide interesting findings as follows. A star rating has a positive relationship with the focal review’s valence. That is, the more positive a review is, the greater number of stars a review receives. The reviews of other consumers also play a role in determining a star rating of the focal review suggesting social influence among consumers. Interestingly, a review with lengthy content leads to a lower star rating only when using smartphones. We conclude with theoretical and managerial implications.     

Can you do Kung Fu and also act? New entrants’ status attainment in the creative industries

Despite the wealth of research on the antecedents of status, we know little about the mechanisms that affect ability of individuals in one market to attain status in another market. The issues of cross-market status transfer are especially salient in the creative industries that are characterized by intensive cross-country migration. We combine research on status and typecasting to explain the mechanisms causing some migrants to lose or gain status in a host country relative to other migrants. We find that low-status migrants gain status relative to high-status migrants. We also find that low-status generalist migrants gain status relative to high-status generalist migrants. We develop these insights through the analysis of an original dataset on the status attainment of mainland Chinese movie actors in the Hong Kong film industry.     

Has Reality Television Come of Age as a Promotional Platform? Modeling the Endorsement Effectiveness of Celebreality and Reality Stars

Reality television programming (RTVP) was once simply an innovative entertainment phenomenon. But RTVP also has recently evolved into a mainstream promotional platform. Two new forms of celebrities arose during this progression: “reality” and “celebreality” stars. This study, which is grounded in connectedness theory, addresses an unresolved issue related to the use of celebrity endorsers, that is, how endorsers’ status as reality or celebreality stars influences viewers’ perceptions of, beliefs about, and purchase intentions toward products they endorse. These relationships were examined through SEM, as were the effects of viewers’ connectedness to RTVP stars and their perceptions regarding whether RTVPs are authentic. Four primary findings emerged. The observation that reality impacted viewer connectedness and that connectedness and authenticity impacted viewers’ purchase intentions (endorsement effectiveness) revealed various practical and theoretical contributions, as did the observation that endorsers’ celebreality or reality star status moderated each of these relationships.     

Sabotage in Corporate Contests – An Experimental Analysis

In corporate contests, employees compete for a prize. Ideally, contests induce employees to exert productive effort which increases their probability of winning. In many environments, however, employees can also improve their own ranking position by harming their colleagues. Such negative incentive effects of corporate contests are largely unexplored, which can partly be attributed to the fact that sabotaging behavior is almost unobservable in the field. In this study we analyze behavior in experimental contests with heterogeneous players who are able to mutually sabotage each other. We find that sabotaging behavior systematically varies with the composition of different types of contestants. Moreover, if the saboteur’s identity is revealed sabotage decreases while retaliation motives prevail. Our results promise to be valuable when designing corporate contests.     

A Multicriteria Selection System Based on Player Performance: Case Study—The Spanish ACB Basketball League

In this paper, we describe an approach to rank sport players based on their efficiency. Although is extremely useful to analyze the performance of team games there is no unanimity on the use of a single index to perform such a ranking. We propose a method to summarize the huge amount of information collected at different aspects of a sport team which is almost daily publicly available. The tool will allow agents involved in a player’s negotiation to show the strengths (and weaknesses) of the player with respect to other players. The approach is based on applying a multicriteria outranking methodology using as alternatives the potential players and as criteria different efficiency indices. A novel automatic parameter tuning approach is detailed that will allow coaches and sports managers to design templates and sports strategies that improve the efficiency of their teams. We report the results performed over the available information on the ACB Basketball League, and we show how it can be easily implemented and interpreted in practice by decision-makers non familiar with the mathematical side of the methodology.     

Superstars as Drivers of Organizational Identification: Empirical Findings from Professional Soccer

This paper examines the effect of superstars on external stakeholders’ organizational identification through the lens of sport. Drawing on social identity theory and the concept of organizational identification, as well as on role model theories and superstar economics, several hypotheses are developed regarding the influence of soccer stars on their fans’ degree of team identification. Using a proprietary data set that combines archival data on professional German soccer players and clubs with survey data on more than 1,400 soccer fans, this study finds evidence for a positive effect of superstar characteristics and role model perception. Moreover, it is found that players who qualify for the definition of a superstar are more important to fans of established teams than to fans of unsuccessful teams. The player's club tenure, however, seems to have no influence on fans’ team identification. It is further argued that the effect of soccer stars on their fans is comparable to that of executives on external stakeholders, and hence, the results are applied to the business domain. The results of this study contribute to existing research by extending the list of personnel‐related determinants of organizational identification.     

Understanding the dynamics of new venture top management teams: cohesion,conflict, and new venture performance

Research conducted under the upper echelon perspective has produced consistent evidence of a relationship between top management team (TMT) interaction and firm performance. We draw upon and extend this research in an effort to explain new venture performance as a function of cohesion and conflict within the top management team. Based upon data collected from a sample of 70 new ventures, we find that TMT cohesion is negatively related to affective conflict and positively related to cognitive conflict. As expected then, we also find that TMT cohesion is positively related to new venture growth.     

Score a tweet and post a goal: Social media recipes for sports stars

Sports performance is not the unique ingredient of a sports star's market value. Some gifted players are undermined by weak media exposure while some less talented players who actively engage in social media and attract fans in millions benefit from exorbitant contracts. This research conceptualizes the effect of social media in the sports business and analyzes the recipes that lead to high market value for sports stars. This study uses qualitative comparative analysis (QCA) on a sample of 95 top soccer players in Europe. The empirical results reveal that sports performance and social media activity are both necessary but insufficient conditions for a high market value condition. This research provides a roadmap for managers and sports stars to navigate in the social media arena.     

Corporate charitable contributions: business award winners' giving behaviors

We investigate corporate giving behaviors of prestigious business award winners in Korea. In particular, we examine whether firms strategically use corporate giving to enhance corporate reputation. We find that (1) award winners generally make more charitable contributions than nonwinners prior to winning awards and maintain significant charitable contributions after winning awards; (2) multiple award winners make even more charitable contributions than single‐award winners; and (3) an increase in charitable contributions does not raise the probability of winning awards in the year after the increase. The results suggest that CEOs of award‐winning firms do not use corporate giving opportunistically to enhance their status and reputation. Rather, significant charitable contributions by award winners may be indicative of a sound business strategy to maximize long‐term firm value.     

Birds of a feather get lost together: new venture team composition and performance

This study explores the relationship between new venture team composition and new venture persistence and performance over time. We examine the team characteristics of a 5-year panel study of 202 new venture teams and new venture performance. Our study makes two contributions. First, we extend earlier research concerning homophily theories of the prevalence of homogeneous teams. Using structural event analysis we demonstrate that team members?? start-up experience is important in this context. Second, we attempt to reconcile conflicting evidence concerning the influence of team homogeneity on performance by considering the element of time. We hypothesize that higher team homogeneity is positively related to short term outcomes, but is less effective in the longer term. Our results confirm a difference over time. We find that more homogeneous teams are less likely to be higher performing in the long term. However, we find no relationship between team homogeneity and short-term performance outcomes.     

Cognitive Factions in a Top Management Team: Surfacing and Analyzing Cognitive Diversity using Causal Maps

Cognitive diversity has been shown to positively affect team performance, especially in the early stages of strategic planning. We report on a process that explicitly identifies cognitive factions; sub-groups of individuals with diverse views and beliefs within a top management team (TMT). Our group-driven causal mapping process provides greater clarity to understanding the underlying belief structures of the cognitive factions through the adoption of givens-means-ends (GME) and casual path analysis. We achieve this clarity by having members of the TMT define and agree on the strategic factors before they construct their individual cause maps. Through this process, based on the relationships shared among the team members, we can readily merge individual cause maps into cognitive faction maps. By employing GME and casual path analysis to the cognitive faction maps, we can surface the differences in beliefs among the different cognitive factions within the TMT. We demonstrate our process using a 13-person TMT from an information technology services firm. The cause maps of the cognitive factions directly represent some of the issues and assumptions that need to be discussed and debated among the members of the TMT, thus increasing the potential for cognitive faction beliefs to enhance decision-making. We also find that cognitive factions relate to task roles of the team members, providing further evidence that different beliefs develop in different areas of the organization.     

Entrepreneurial passion diversity in new venture teams: An empirical examination of short- and long-term performance implications

Empirical evidence is mounting that passion is an important part of entrepreneurship, contributing to behavior and outcomes for entrepreneurs, employees, and ventures. Yet knowledge of the performance implications of passion within new venture teams is sorely lacking. We examine how both the average level of entrepreneurial passion and the diversity of passion within new venture teams contributes to venture performance in both the short- and long-term. We test our model with multi-source, multi-wave data collected from 107 new venture teams participating in an accelerator program. Our findings indicate that average team passion is not significantly related to performance, but passion diversity, particularly intensity separation, is negatively related to performance. These findings have important implications for the literature on passion, new venture teams, and group affective diversity.Executive summaryWhile existing studies have substantially improved our understanding of entrepreneurial passion, its sources, and its subsequent impact, insight into this topic remains limited in at least three ways. First, most new ventures are founded and led by teams rather than individuals, yet existing studies predominantly focus on entrepreneurial passion at the individual rather than team level. Second, while there is a prevailing assumption in existing literature that entrepreneurial passion leads to beneficial outcomes consistent with longstanding work in psychology, there is emerging evidence in entrepreneurship that passion may not always be functional and that it can even be dysfunctional. Despite this, we have limited understanding of what types of passion or when or for whom it is dysfunctional. And third, extant work on entrepreneurial passion for individuals and within teams has focused on behavioral or self-report measures of performance (e.g. Cardon and Kirk, 2015; Santos & Cardon, 2019) as well as venture survival, rather than objective team or firm performance in the short- and long-term.In this paper, we study the influence of team passion on new venture team performance. We draw on theory concerning entrepreneurial passion within venture teams (Cardon et al., 2017) that suggests that different aspects of entrepreneurial passion within teams shape team dynamics and venture outcomes. While generally, theories of passion suggest that entrepreneurial passion is positively related to team outcomes due to the positive emotions it brings about, we find that in teams, the relationships are more complex. While the average level of passion among team members is positively related to team performance when considered alone, this effect is not significant when passion diversity is also considered. Diversity of passion among individual team members has a negative relationship with team performance, including diversity in the level of passion team members experience (intensity separation), as well as diversity in the object of their passion (focus variety). These negatively affect team dynamics due to conflicting emotions and identities among team members associated with passion diversity. We examine these relationships on specific team performance outcomes including evaluation of the business idea in the short-term and venture performance five years after their participation in an accelerator.The sample used in this study includes 107 entrepreneurial teams that were part of an accelerator program in the Netherlands. Teams were evaluated on the quality of their business ideas at the end of the accelerator program and the amount of investment the team had received five years later. Our results provide no support for positive effects of average team passion on the quality of the business ideas and confirm the negative effects of passion intensity separation on the quality of the business idea and the negative effects of passion focus variety on later venture performance.This paper makes several contributions. First, we expand the literature on passion in entrepreneurship, specifically adding to our understanding of passion within new venture teams. More specifically, we contribute to the growing body of evidence concerning potential dysfunctions of passion by uncovering a dysfunctional property of team passion diversity that uniquely manifests itself at the team level of analysis. We contribute to the literature on new venture teams by examining team composition in the form of passion diversity, and its relationship with team performance. Finally, our study extends work on the effects of entrepreneurial passion by looking at objective team performance outcomes in both the short- and long-term.For entrepreneurs, our findings confirm the importance of affect and identity for new venture teams, and specifically our findings indicate that there is a dark side to team passion. While passion is generally positioned as a positive phenomenon, we highlight the negative outcomes that passion can have in the team context. Diversity in the amount of passion team members experience can diminish the quality of the business ideas the team is able to generate in the short-term, while diversity in the focus of team members' passion can diminish the firm's long-term performance. For investors and accelerator communities this research validates the importance of considering entrepreneurial team composition and specifically entrepreneurial passion levels and domains when investing in teams or when supporting venture building.     

An evolutionary Cournot oligopoly model with imitators and perfect foresight best responders

We consider the competition among quantity setting players in a linear evolutionary environment. To set their outputs, players adopt, alternatively, the best response rule having perfect foresight or an imitative rule. Players are allowed to change their behavior through an evolutionary mechanism according to which the rule with better performance will attract more followers. The relevant stationary state of the model describes a scenario where players produce at the Cournot‐Nash level. Due to the presence of imitative behavior, we find that the number of players and implementation costs, needed to the best response exploitation, have an ambiguous role in determining the stability properties of the equilibrium and double stability thresholds can be observed. Differently, the role of the intensity of choice, representing the evolutionary propensity to switch to the most profitable rule, has a destabilizing role, in line with the common occurrence in evolutionary models. The global analysis of the model reveals that increasing values of the intensity of choice parameter determine increasing dynamic complexities for the internal attractor representing a population where both decision mechanisms coexist.     

Interactive influence of genre familiarity,star power,and critics' reviews in the cultural goods industry: The case of motion pictures

Academic research pertaining to the marketing of cultural products such as Broadway shows, books, music, and movies has identified a product's genre (or type), star power, and critics' reviews as important factors influencing the market performance of an individual product. Prior research, however, has not investigated the joint influences of these factors. The current study extends previous research by empirically investigating the managerially relevant interactive influences of these factors within the context of the motion‐picture industry. For example, should producers of more familiar genre movies, such as dramas and comedies, feature popular, but expensive, stars? Real‐world data from two distinct time periods are used to test the hypotheses. The findings are consistent across the two time periods and reveal that for more familiar genre movies, star power and the valence of critics' reviews have less impact on the movie's performance in the market. In contrast, for the less familiar genre movies, stronger (vs. weaker) star power and more (vs. less) positive reviews have positive influence on the market performance. Further, for movies with less star power, the valence of critics' reviews has no impact on the performance. In contrast, for movies with greater star power, more (less) positive reviews have positive (negative) influence on movie performance. Managerial and theoretical implications, along with limitations of the findings and directions for future research, are offered. © 2005 Wiley Periodicals, Inc.     

The Emergence of Consolidated Service Centers in Health Care

Hospital supply chains can be conceptualized as complex systems with a large number of players and a high degree of interrelatedness among them, creating an environment that is difficult to optimize and manage. In recent years, a consolidated service center (CSC) strategy (sometimes also referred to as “self‐distribution” strategy), has emerged in some healthcare systems, showing a strong potential for reducing the complexity in a hospital's supply chain to achieve high levels of performance and innovation. We examine three CSCs using a qualitative case method to understand the unique characteristics of this supply chain strategy, and how CSCs move hospital supply chains toward a less complex state. We find that CSCs demonstrate characteristics that distinguish them from other supply chain strategies. These characteristics enable the CSC to orchestrate supply base rationalization and disintermediation initiatives in the hospital's supply chain to effectively reduce the number of components and interrelatedness in this complex system.     

On the Unethical Use of Privileged Information in Strategic Decision-Making: The Effects of Peers’ Ethicality,Perceived Cohesion,and Team Performance

In order to make strategic decisions and improve their firm’s performance, top management teams must have information on the competitive context in general, and the firm’s competitors in particular. During the decision-making process, top managers can have access to “privileged information”—i.e., information of a confidential and potentially strategic nature that could ultimately confer a decisional advantage over competing parties. However, obtaining and using privileged information in a business context is often illegal—and if not, is usually deemed unethical or “against the rules.” Using a quasi-experimental design, this study explores the reasons why an individual might engage in such unethical behavior. We assess the extent to which managers use privileged information with respect to perceived team cohesion and peers’ ethicality. More specifically, our results show that the use of privileged information is predicted by the decision-maker’s perceptions of their team cohesion and their peers’ ethicality. Moreover, we find that team performance, as a group-level nonself-reported factor (measured by the firm’s share price in our simulation), moderates the relationship between cohesion and the use of privileged information. The relationship between cohesion, ethical behavior, and team performance is also discussed. We draw on these findings to make some practical suggestions on how to incorporate practices that could better prevent the unethical use of privileged information in strategic decision-making processes.     

Team learning,transactive memory system and team performance: A longitudinal study based on the IMOI approach

This study examines how team learning behaviors transfer into team effectiveness, and analyzes the dynamic mechanism of team learning within a time series framework. 99 teams were recruited as our initial sample at the first stage, and 55 teams were traced at the second stage. We employed the input-mediator-output-input (IMOI) approach as proposed by Ilgen et al. (2005), instead of the traditional input-process-output (I-P-O) model in industrial and organizational psychology. Results show that the mediating effect of transactive memory system (TMS) on the relationship between team learning and performance is significant at both stages, which means TMS can adequately account for how team learning influences team performance as a mediator. Team performance, as an output received at the end of stage one, also acts as an important input variable at stage two, which in turn positively influences the subsequent team learning process. The circular causal model based on path analysis shows that the IMOI approach can be used to explain organizational mechanisms better than the classic I-P-O approach; the result is consistent with the new trends within the team relevant IO psychological understanding. Findings suggest that developing and maintaining a TMS is critical to achieving team outputs under a team learning setting. In addition, performance evaluation and feedback are also important factors within team learning processes. We argue that organizational behavior research based on an IMOI approach would have more generalizability and ecological validity than the traditional I-P-O model.     

Allocation of scarce resources: Insight from the NFL salary cap

We examine the effects of variations in player compensation on NFL franchise performance from 1994 to 2004. Evidence shows that team success depends significantly upon both the actual and perceived fairness of pay distribution. Specifically, proficiency relative to that of competitors is high when compensation inequity across players, whether justified or unjustified, is low. This result suggests that franchises taking a superstar-approach to personnel decisions perform worse on average, most likely because of the dissatisfaction generated among relatively low-paid teammates.