Subperfect Game: Profitable Biases of NBA Referees

This paper empirically investigates three hypotheses regarding biases of National Basketball Association referees. Identification of basketball referee bias is typically difficult as changes in observed statistics may be caused by either changes in referee bias or player behavior. We identify bias by exploiting the fact that referees have varying degrees of discretion over different types of a particular statistic‐turnovers. This allows us to conduct a treatment and control‐style analysis, using the less discretionary turnovers as the player behavior control. The results provide evidence that referees favor home teams, teams losing during games, and teams losing in playoff series. All three biases are likely to increase consumer demand.     

Team discourse explains media richness and anonymity effects in audit fraud cue brainstorming

This article contributes by extending media richness (MRT) and media synchronicity theories (MST) to explore how media richness and anonymity influence team interactions and success in audit fraud brainstorming. Sixty-three, three-person teams, with 189 student participants from two Universities, identified fraud risk cues in a SAS 99 audit planning case. Participants were assigned to one of three conditions: electronic anonymity (EA; n = 18 teams), electronic identified (EI; n = 28 teams), or identified face-to-face (FtF; n = 17 teams). Compared with teams in the low media richness conditions, i.e., the EA and EI, discussions in FtF teams produced more and better dialog, which resulted in better identification of fraud risk cues. Additionally, compared with the discussions in the EA teams, FtF team discussions evidenced less narcissism and were more focused and inhibited. Mediation analyses of team interactions indicated that the quantity of dialog (team production) completely explains, fully mediates, the effects of media richness and anonymity on risk assessments. Contributions include extending MRT and MST, and using automated content analysis, to explicate the role of media richness, anonymity, and team interactions in explaining audit team fraud identification success. The concluding section identifies the sample, design, and method limitations, and, discusses the potential for group support technologies to enhance or detract from audit team processes, depending on task, context, and technology.     

Nash as an Organizing Principle in the Voluntary Provision of Public Goods: Experimental Evidence

Experiments are reported that add to the growing literature on the voluntary provision of public goods. Information conditions are manipulated to address whether early findings of above-equilibrium contributions to a public good are a result of complete information regarding the symmetry of the game. No significant information effect was found. Further, by examining designs with an interior Nash equilibrium, this research suggests that the nonzero contributions observed in the previous dominant strategy environments, where the prediction was a zero level of provision of the public good, were not simply transitional errors as the system converged to a boundary equilibrium.     

Emerging issues in theory and research on electronic human resource management (eHRM)

In the past several decades, technology has had a dramatic impact on human resource management (HR) processes and practices. For example, technology, especially the World Wide Web, has helped modify many HR processes including human resource planning, recruitment, selection, performance management, work flow, and compensation. These new systems have enabled HR professionals to provide better service to all of their stakeholders (e.g., applicants, employees, managers), and reduced the administrative burden in the field. Despite the widespread use of these systems, there has been a surprising dearth of theory and research on the topic. As a result, the purpose of this special issue is to (a) advance theory and research on human resource management systems (HRMS) and electronic human resource management (eHRM), (b) offer new directions for research on the topic, and (c) enhance the effectiveness of these systems in organizations. As a result, this article reviews the evolution of HRMS and eHRM, provides a brief overview of the existing literature, and introduces the articles in the special issue.     

Methodological problems associated with research on unfair discrimination against racial minorities

Despite the passage of civil rights legislation, racial and ethnic minorities continue to experience unfair discrimination in the workplace. Therefore, considerable research in human resource management and social psychology has examined the factors thought to affect unfair discrimination in organizations [Cox, T. (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett-Koehler]. Although research has focused on unfair discrimination, researchers have argued that the construct and external validity of the results have been adversely affected by methodological problems [e.g., Stone, E.F., Stone, D.L., & Dipboye, R.L. (1992). Stigmas in organizations: Race, handicaps, and physical unattractiveness. In Kelly, K. (Ed.). Issues, theory, and research in industrial and organizational psychology (pp. 385–457). Amsterdam: Elsevier]. Given this critique, the present paper (a) examines the degree to which recent research suffered from a number of methodological problems (e.g., obtrusive measures, non-representative samples, and demand characteristics), (b) identifies strategies for overcoming these problems, and (c) offers recommendations for advancing our understanding of unfair discrimination in organizational contexts.     

Dominance of hybrid contratum strategies over momentum and contrarian strategies: half a century of evidence

Financial Markets and Portfolio Management - The possibility of combining the ranking period logic of contrarian (momentum) strategies with the holding period logic of momentum (contrarian)...