浅谈教练员的指导能力

教练员的指导行为是教练与运动员之间的心理沟通,是在训练和比赛、实现目标关系中的表现形式。团队的教练员,要领导好全体运动员内部的团结,全队上下能求同存异,相互理解和支持,心理上相容,是决定一个团队凝聚力和战斗力的关键因素。因此,作为教练员必须全面地发展运动员身体机能,提高运动员的专项运动技术水平,并使运动员心悦诚服地去接受教练员的领导,对其要求与指令认真地执行,这是运动员或团队实现目标的保证。     

Unpacking ostensive and performative aspects of organisational routines in the context of monitoring systems: A critical realist approach

Drawing on the theory of organisational routines as generative systems, we deploy a critical realist approach based on Searle's philosophy of language to analyse the generative mechanisms that specify the pre-conditions for recognisable, repetitive patterns of interdependent activities. Using the example of the organisational routines implemented in Germany to monitor the allocation and disbursement of the European Social Fund, we contend that constitutive rules of the type “X counts as Y in context C” are at the very centre of organisational routines. Such rules consist of generative mechanisms that account for the emergence of the ostensive aspects of organisational routines out of artefacts and/or procedures in a social structure of power relations. We further claim that, far from being proxies for the ostensive aspects of routines, artefacts whether tangible or intangible are instantiations of such ostensive aspects on a par with any other performative aspects of routines. On this basis, a re-conceptualisation and a re-labelling of the ostensive and performative aspects of routines are proposed. The former are the result of the activation of systems of constitutive rules, i.e. actual routines in critical realist terminology, the latter are patterns of interdependent activities instantiating the ostensive aspects of routines, i.e. empirical routines in critical realist terminology. Implications for theory and practice are discussed by developing a model of organisational routines that interweaves extant research streams.     

META-REGRESSION ANALYSIS: A QUANTITATIVE METHOD OF LITERATURE SURVEYS

Abstract. Pedagogically, literature reviews are instrumental. They summarize the large literature written on a particular topic, give coherence to the complex, often disparate, views expressed about an issue, and serve as a springboard for new ideas. However, literature surveys rarely establish anything approximating unanimous consensus. Ironically, this is just as true for the empirical economic literature. To harmonize this dissonance, we offer a quantitative methodology for reviewing the empirical economic literature. Meta-regression analysis (MRA) is the regression analysis of regression analyses. MRA tends to objectify the review process. It studies the processes that produce empirical economic results as though they were any other social scientific phenomenon. MRA provides a framework for replication and offers a sensitivity analysis for model specification. In this brief essay, we propose a new method of reviewing economic literature, MRA, and discuss its potential.     

Moving on up: The Rooney rule and minority hiring in the NFL

Detecting and quantifying racial discrimination in the labor market is difficult. The sports industry offers a wealth of data and specific hiring practices which mitigates this difficulty. The Rooney Rule requires National Football League teams to interview at least one minority candidate when hiring a head coach. We examine a unique data set of high-level assistant coaches (offensive and defensive coordinators) from the beginning of the 1970 season through the beginning of the 2009 season to determine whether race is a factor in NFL teams' decisions to promote these assistants to head coach. Using logit and hazard models that control for age, experience and performance, we conclude that conditional on a coach reaching coordinator status, there is no evidence that race influences head coach hiring decisions. We also find no evidence that the Rooney Rule has increased the number of minority head coaches.     

Modelling employment durations of NHL head coaches: turnover and post‐succession performance

Match‐level National Hockey League (NHL) data are used to identify factors likely to trigger the departure of a team's coach, and to measure the short‐term impact on subsequent match results. There is a statistically significant link between individual match results and the job departure hazard for up to 15 games prior to the point of departure. The hazard depends on the team's current standing within its conference relative to a pre‐season forecast, recent performance in the Stanley Cup, the coach's age and previous employment with his present team as a player. After controlling for a mean‐reversion effect, teams that changed their coach within‐season are found to perform worse subsequently than those that did not, but the negative effect is short‐lived. Copyright © 2006 John Wiley & Sons, Ltd.     

Replicating Text: The Cumulation of Knowledge in Social Science

Obtaining a statistically significant result does not necessarily tell us whether we would obtain significant results in other, similar studies, particularly if the original sample sizes were small. This is why we are supposed to replicate experiments. The present study concerns social science events that cannot be repeated by virtue of their being historically situated. Among social science events, many textual data are datable and, by definition, unrepeatable. One solution to this quandary lies in bootstrap replications, which are based on the original data. A case in point is that of founding political speeches such as those that buoy the European construction. We analyze and compare 82 speeches made by President Delors over the period 1988–1994, and 28 by President Santer over the period 1995–1997. We have all these speeches (N = 110) concorded as to which words are used, how often, where, and when, with the help of a computer-aided content analysis package. We then test various hypotheses using replication bootstrap estimates, that is, by replicating the original sample a large number of times and recreating several thousand samples from the population so created.     

The impact of managerial quality on organizational performance: evidence from German soccer

In this paper we use a novel panel data set from the German premier soccer league (Bundesliga) as a case to show how variations in managerial compensation impact positively upon organizational (team) success. Using stochastic frontier analysis, we find that a team that hires a better quality coach can expect to achieve a higher league points total by reducing technical inefficiency. However, our results also suggest that the market for head coaches may be allocatively inefficient in that coaches are paid below their marginal revenue products. Copyright © 2008 John Wiley & Sons, Ltd.     

Can everyone benefit from innovation?

This paper investigates whether there is an allocation rule for which innovation never hurts anyone. Existing studies provide possibility characterizations together with efficiency and a natural participation constraint, assuming the domain of one input good and one output good in which nobody prefers to consume more of the input good than what she has. We show that this possibility result does not survive and we lead to impossibility either when (i) somebody wants to consume the input good more than what she has; or when (ii) there are multiple input goods.     

Multiprofessional Cooperation and Accountability Pressures

Abstract

This article examines how multiprofessional healthcare teams, working as a post-New Public Management (post-NPM) reform, respond to accountability pressure resulting from the implementation of NPM reforms. The team members use three strategies to respond to this pressure: responsibility avoiding that results in conflict; responsibility ignoring that results in parallel work and responsibility sharing that results in cooperation. Depending on how the professionals respond to different contextual factors, the choice of strategies can either foster or inhibit cooperation in multiprofessional teams. Achieving holistic patient care is threatened when accountability pressure increases for teams that have not yet developed their internal routines of cooperation.     

重大工程高层管理团队冲突、行为整合与工程绩效研究

为揭示重大工程高管团队冲突对工程绩效的作用机理,构建了以重大工程高管团队冲突为自变量、行为整合为中介变量、工程绩效为因变量的中介模型,并通过215位高管问卷样本进行实证研究,实证结果表明重大工程高管团队任务冲突对工程绩效有显著的正向影响,关系冲突对工程绩效有显著的负向影响。合作行为和信息交换和在团队冲突和工程绩效之间存在显著的部分中介效应。     

The effect of management changes on winning in professional sports: Analysis using a dynamic lag adjustment model

This paper examines whether coaching and general manager (GM) changes among three professional sports leagues—the National Football League (NFL), the Major League Baseball (MLB), and the National Basketball Association (NBA)—effect on‐field performance. Our empirical methodology uses team‐level data by season and adapts a lag adjustment econometric approach designed to resolve several statistical challenges that arise both in general managerial settings and in sports settings. Our main finding is that coaching changes in the NFL boost the number of wins per season by between 0.5 and 1.2 in each of the first five seasons. Coaching changes have smaller, but still positive, impacts in the MLB and NBA. For all the three leagues, we find that GM changes have no discernable impact on performance. A separate cross‐sectional analysis suggests that those small impacts stem from coaches and GMs having extremely compressed talent distributions. The data indicate that coaches and GMs, en masse, are important, but changing the people who occupy those positions rarely seems to move teams to different locations on the performance distribution.     

Incentives in academics: Collaboration under weak complementarities

This paper considers a contracting relationship with multiple agents in a repeated setting under voluntary team formation. In each period, an opportunity to collaborate arrives stochastically but whether this opportunity has arrived is the agents' private information. The principal thus cannot simply tell them when to collaborate; she must instead guide them through incentives. The optimal contract in the repeated setting can drastically be different from that in the static setting and is often characterized as high-powered team incentives complemented with inefficiently low-powered individual incentives, which endogenously raise the cost of shirking. We then argue that low-powered incentives offered for non-collaborative works, as often observed in our profession, can be seen as an important part of optimal incentive schemes in an attempt to endogenously raise the cost of shirking. The mechanism presented here also has implications for internal team competition (team competition within firms) which has become increasingly popular these days.     

You do not have to succeed,just do not fail: When do soccer coaches get fired?

This article deals with circumstances leading to the dismissal of a soccer coach. The article is based on results from the Premier League in England over 12 consecutive years. In this paper, we converted the scores of matches (win, draw, and loss) into an index based upon how results were perceived by club owners—those empowered with the decision as to whether or not to fire the coach. The index is based on the difference between the actual and expected results reflected by betting odds. We conclude that to ensure job preservation, the manager does not have to succeed—he just must not fail.     

The gap between research and practice: a replication study on the HR professionals' beliefs about effective human resource practices

In 2002 Rynes, Colbert and Brown asked human resource (HR) professionals to what extent they agreed with various HR research findings. Responses from 959 American participants showed that there are large discrepancies between research findings and practitioners' beliefs about effective human resource practices. The current research is a replication of the Rynes et al. study among 626 Dutch HR professionals. The results show remarkable similarities with the American study: there are large discrepancies between research findings and practitioners' beliefs in some content areas, especially recruitment and selection. Dutch practitioners are somewhat more likely to agree with research findings when there education level is higher, when they read HRM professional journals more frequently and when they have a positive attitude towards the applicability and usefulness of academic research.     

汽车教练员教学艺术

在纷繁的学车队伍中,各类群体都有,他们有着不同的年龄,不同的地域,不同的生活习惯和心态,作为教练员,如果仅从会开车这一角度去思考,很难培养出合格的驾驶人才。因此,教练员应掌握一定的教学艺术,最大限度地激发学生潜能,变教练员的技术为学员的技术。     

A model of market making with heterogeneous speculators

I introduce an optimizing monopolistic market maker in an otherwise standard setting à la Brock and Hommes (J Econ Dyn Control 22(8–9):1235–1274, 1998) (BH98). The market maker sets the price of a zero-yielding asset taking advantage of her knowledge of speculators’ demand, manages her inventory of the asset and eventually earns profits from trading. The resulting dynamic behavior is qualitatively identical to the one described in BH98, showing that the results of the latter are independent from the institutional framework of the market. At the same time, I show that the market maker has conflicting effects. She acts as a stabilizer when she allows for market imbalances, while she acts as a destabilizer when she manages aggressively her inventories and when she trades, especially if she acts as fundamentalist or if she is a strong extrapolator. Indeed the more stable institutional framework is one in which the market makers are inventory neutral and doesn’t trade but, even in this case, the typical complex behavior of BH98 occurs.

     

Team Production with Punishment Option: Insights from a Real‐Effort Experiment

This paper analyzes the consequences of allowing for punishment in a real‐effort pair production experiment. The behavior of the best performer in the team differs on whether he or she can impose a sanction on the less performing partner. When sanctions are not allowed, good performers reduce their effort in response to the advantageous difference in scores; when they can impose sanctions, their change in effort is no longer related to the difference in scores. To some extent, a sanction mechanism allows good performers to focus on their own performance. In the case of costless sanctions, not sanctioning a partner who under‐performs, what we refer to as forgiveness, prompts the latter to improve his or her performance, but applying the sanction has a stronger push effect. Copyright © 2014 John Wiley & Sons, Ltd.     

从合作原则角度分析家庭会话含义

格莱斯所提出的合作原则和会话含义对实现会话目的起着至关重要的作用。文章以日常生活中观察和总结的家庭会话为语料,对违反合作原则的某项准则推导出的会话含义作了分析。通过分析,展现出了传统中国家庭中的三种特殊的人际关系。     

Temporal variations in technical efficiency: evidence from German soccer

This paper applies stochastic production frontier models with time-varying technical efficiency to a panel data set including hitherto unavailable information on team wage bills from the first division in German professional soccer (the “Bundesliga”) covering the years 1981–2003. We demonstrate that individual teams experience significant variation in technical efficiency over an extended period of 22 seasons while the league’s average level of efficiency remains constant over time. More detailed analyses reveal that, first, the decision to fire or to retain the head coach is mainly influenced by changes in managerial efficiency between two adjacent seasons and, second, relegated teams on average experience considerable reductions in technical efficiency compared to the previous season.     

基于模糊相似优先比法的高校教学团队成员选择

一个稳定的高校教学团队既可以增加成员的凝聚力,也可以帮助团队成员多出教学成果,提高教学质量。但是如何选择合适的团队成员一直是高校教学团队构建过程中所面临的的一个难题。本文运用模糊相似优先比法对某个教学单位中成员进行识别,在此基础上选择适合于组建教学团队的成员。研究结果表明,该方法适合于团队工作成员的有效识别工作,为团队组建者的教学团队组建提供了一种有效的方法。