Catching a draft: on the process of selecting quarterbacks in the National Football League amateur draft

The reverse order college draft gives the worst teams in the National Football League (NFL) the opportunity to hire the best amateur talent. For it to work effectively, teams must be able to identify the “best” talent. Our study of NFL quarterbacks highlights problems with the draft process. We find only a weak correlation between teams’ evaluations on draft day and subsequent quarterback performance in the NFL. Moreover, many of the factors that enhance a quarterback’s draft position are unrelated to future NFL performance. Our analysis highlights the difficulties in evaluating workers in the uncertain environment of professional sports.     

The Entry Draft in the National Hockey League

A BSTRACT . The study shows that French Canadians continue to suffer from entry discrimination in the National Hockey League. At the time of the draft, the future offensive performance of French Canadian (and European) players is underestimated. The addition of various measures of robustness and defensive play makes no difference. This study also takes into account the location of the teams that drafted the players. It seems that American teams discriminate against French Canadian players, while English Canada teams discriminate against Europeans. The teams from the Province of Quebec did not appear to discriminate in favour of French Canadians.     

Communication in virtual teams: a conceptual framework and research agenda

As virtual teams are becoming more frequently implemented within organizations, research examining the effect of virtual tool use on team functioning has correspondingly expanded. One primary focus of this literature is the impact of virtuality on team communication. However, findings remained mixed. Specifically, the impact of virtuality on the mechanisms between communication and performance as well as the simultaneous moderating effect of contextual factors on this relationship remains to be fully examined. One reason for this lack of clarity stems from ambiguity regarding the elements that constitute communication. To address this gap, this paper delineates which aspects of communication are most influential and should, consequently, be the primary focus of future research efforts. An overarching framework of the communication process with accompanying research propositions is also described to inform future research and the practice of virtual teams.     

西安民间足球联赛裁判情况调查研究

民间足球联赛目前在全国范围内发展的趋势良好,而在足球比赛中扮演重要角色的裁判员又是民间联赛能否良好发展的重要影响因素,因此调查民间足球联赛中裁判员的构成是很必要的。本文采用实地调查法、访谈法等研究方法对西安市的民间业余足球联赛中的裁判员构成情况做出调查,其结果可以作为今后民间足球联赛研究的重要资料,对更好的发展民间足球联赛,全面实行全民健身活动有积极的作用。     

第二届世界聋篮锦标赛中国队与前四名队技术统计比较分析

运用文献资料法、观察法、数理统计法及对比分析等方法,对第二届世界聋人篮球锦标赛中国队与前四名队的比赛数据及现场情况进行了对比分析。结果表明:现阶段我国男、女聋篮在比赛中存在的问题相对一致,在攻防两端的表现均明显弱于世界强队;命中率低,失误率高,身体条件及个人能力不足则是导致中国队失利的主要原因。此外,针对发现的问题,并结合现阶段我国聋人篮球发展现状,提出了相应对策。     

Leadership and innovation: relations between leadership,individual characteristics and the functioning of R&D teams

The main focus of this paper is the functioning of R&D teams, the role of the team leader and the characteristics of individual team members. After a brief overview of recent literature on leadership and innovation, some research results are presented from a study of leadership in self-managing teams; these teams have a number of characteristics in common with R&D teams, such as dependent tasks and job autonomy. The results lead to an integrated model for the effective functioning of R&D teams, with a focus on the relations between leadership behaviour, individual characteristics, team functioning and outcome variables.     

分析2010年世界女排大奖赛了解世界女排的新变化

运用文献资料调研、数理统计和录像观察等研究方法,对参加2010年世界女排大奖赛北仑总决赛的美国、巴西、意大利、中国、日本、波兰等六支球队进行统计对比分析。研究表明,世界各强队都在发生着变化,展现了不同风格的打法特点。同时,世界强队18-21岁人数比例增加,她们身材高且健壮,弹跳高,扣球力量大速度更快。年龄小潜力大,后备人才实力强,未来的世界女排大战将会更加激烈、精彩。     

从可持续发展视角谈高中高水平运动队的建设

本文从可持续发展视角分析了当前高中高水平运动队建设存在的几个问题,并对当前高中高水平运动队的发展与建设的可持续性进行理论分析,以期能对高中高水平运动队的发展提供一定的参考。     

风险管理框架下内部审计职业化的发展策略

美国COSO委员会发布的《企业风险管理框架》草案意味着传统内部审计的角色将发生根本性的转变,以风险管理为核心的风险导向内部审计将逐步取代内部控制基础审计,占据主导地位。本文将审视风险管理与内部审计的互动关系,探讨风险管理框架下的内部审计职业化发展战略。     

Managerial Efficiency,Managerial Succession and Organizational Performance

Data envelopment analysis (DEA) is used to create a measure of managerial efficiency in an attempt to reassess the conflicting theories concerning the impact of organizational performance on manager succession, and the counter-theories concerning the impact of manager succession on organizational performance. The analysis uses data for 147 college basketball teams from 1984 to 1991. The results indicate that winning, not efficiency, is the key criterion used in determining managerial retention. Yet when managers of losing teams are dismissed the teams tend to do even worse. If, however, the efficiency of the new manager is greater than that of the former, the disruptive effect of succession is minimized. Because administrators appear to focus on winning, not efficiency, they will often select new managers who are less efficient than departed managers. These results are unique to this literature and indicate promise for the use of DEA in analyses of the internal efficiencies of organizations. © 1997 John Wiley & Sons, Ltd.     

The impact of implicit collective leadership theories on the emergence and effectiveness of leadership networks in teams

Leadership in today's high-performing teams is a relational process best understood from a multilevel emergent perspective. Implicit theories of leadership and followership play an important role in predicting leader emergence in more traditional hierarchical structures, but are inadequate for understanding and predicting leadership as networks in teams, as they do not consider the complex dynamics of leading and following activities inherent in such structures. To address this theoretical gap, we propose the concept of Implicit Leadership Network Theories (ILNTs) that integrates implicit leadership and followership theories with contemporary social network perspectives of leadership in teams to predict the shape and structure of leadership network emergence and subsequent team outcomes. More specifically, we propose that the combination of team member self-ILNTs (i.e., expectations regarding one's own role within a leadership network) and network-ILNTs (i.e., expectations regarding the prototypical team leadership structure) will shape the emergence and effectiveness of leadership in teams. We describe several prototypical team configurations of ILNTs and discuss implications for future research and human resource management.     

我国业余网球运动开展现状的调查研究

本文从高校业余网球运动和群众业余网球运动两个角度对网球运动近年来在我国的开展现状进行分析,力争寻找到研究业余网球运动在我国发展的合理渠道,并为其研究提供可靠的理论依据。     

健身运动与心理训练

健康问题越来越成为社会关注的焦点,健身运动如何促进心理健康这一课题已经成为学界的热门研究领域,引起心理学、体育学、医学等相关学科的关注。随着这一领域研究的不断深入,我们会更深的理解体育运动的价值,探索出更加有效的研究方法和手段。     

Mapping the strategic factor market for sport entrepreneurship

Previous scholarship in entrepreneurship and sport management has highlighted their symbiotic nature. The degree to which sport is embedded in society makes it an ideal platform from which to launch economically-motivated entrepreneurial endeavors that may also be leveraged to generate socially transformative causes. Despite this important realization, efforts to understand sport entrepreneurship have been limited in their ability to describe the broad trends affecting sport entrepreneurs. This study uses a sample of 967 sport-related transactions by private equity and venture capital firms between 1988 and 2016 to chart some of these trends. In doing so, we hope to provide a solid foundation on which future sport entrepreneurship research can build. The results accentuate some interesting paradoxes in how private equity and venture capitalist firms invest in and divest from sport-related entrepreneurial ventures.     

Forecasting football results and exploiting betting markets: The case of “both teams to score”

The continuous growth of available football data presents unprecedented research opportunities for a better understanding of football dynamics. While many research works focus on predicting which team will win a match, other interesting questions, such as whether both teams will score in a game, are still unexplored and have gained momentum with the rise of betting markets. With this in mind, we investigate the following research questions in this paper: “How difficult is the ‘both teams to score’ (BTTS) prediction problem?”, “Are machine learning classifiers capable of predicting BTTS better than bookmakers?”, and “Are machine learning classifiers useful for devising profitable betting strategies in the BTTS market?”. We collected historical football data, extracted groups of features to represent the teams’ strengths, and fed these to state-of-the-art classification models. We performed a comprehensive set of experiments and showed that, although hard to predict, in some scenarios it is possible to outperform bookmakers, which are robust baselines per se. More importantly, in some cases it is possible to beat the market and devise profitable strategies based on machine learning algorithms. The results are encouraging and, besides shedding light on the problem, may provide novel insights for all kinds of football stakeholders.     

A multilevel leadership process framework of performance management

Performance management is a critical human resource management practice intended to facilitate performance and development in organizations. Unfortunately, recent discourse among researchers and practitioners suggest that current performance management practices in organizations are less than satisfactory and not effective. A popular recommendation to improve the performance management process is to focus less on the formal procedures and more on the manager-employee interactions embedded in the process. However, current models of performance management do not reflect this focus on social processes. We present a multilevel leadership process framework of performance management that highlights the pivotal role of managers. Within this framework managers carry out this process through their influence on employees, teams, and the organization. Recommendations for future directions are also provided.     

创业团队研究动态探讨

创业团队日益普遍的出现和存在,其创业绩效要好于个体创业的创业绩效,创业团队的组成是以情感的纽带为基础、为起始,以专长的互补为辅、为继。创业团队是有领导的。     

The world is not flat: Examining the interactive multidimensionality of culture and virtuality in teams

As organizations continue to spread their influence into foreign countries and take on increasingly complex tasks, the need for an accurate understanding as to how global, virtual teams function becomes more integral. At this time, although there are many organizations utilizing global, virtual teams, there is a dearth of literature that examines the impact of cultural differences within these teams. This paper aims to bridge this gap by offering an integrative interdisciplinary theoretical review, merging a lens of relevant cultural values, including Hofstede's five dimensions and extending to other conceptualizations such as the Triandis (1995) typology, with the Kirkman and Mathieu (2005) conceptualization of virtuality. Ultimately, theoretical propositions are provided for future examination of each cultural dimension. Finally, implications and future research are discussed in the hopes of providing invaluable insight as to the currently under-researched ‘global’ aspect of global, virtual teams.     

The benefits of global teams for international organizations: HR implications

Abstract

In this special issue we aim to advance the theoretical, conceptual and empirical knowledge about the relationship between global teams and human resource management in international organizations. We argue that although the prevalence of global teams in international organizations is rapidly rising, simultaneously affecting the management of firms on global, regional and local levels, the response of firms and scholars alike to such changes has been slower, especially in the area of IHRM. The HR function in organizations could play a vital role in understanding, managing and leveraging the benefits of global teams to ensure that they contribute positively to the performance of firms, organizational units, and people. We demonstrate that there is still a disconnect in this respect and we highlight several areas in which the increasing use of global teams may challenge our conventional understanding of IHRM issues, and at the same time offer solutions for improvement in international organizations. The selected articles in this special issue provide both theoretical and practitioner implications by highlighting the need to explore the relationship between global teams and IHRM more generally and fully, as well as the need for HR practitioners and IHRM scholars to focus more on the ‘human’ and less on the ‘resources’ aspect. We trust that readers of this issue will agree that the articles all offer novel insights into key issues that open new avenues for further research in this nascent yet promising area.