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1 – 10 of over 138000Rajalakshmi Subramaniam, Senthilkumar Nakkeeran and Sanjay Mohapatra
Manuel Espitia‐Escuer and Lucía Isabel García‐Cebrián
The purpose of this research is twofold: to evaluate the performance of Spanish First‐Division soccer teams, comparing the sports results that they actually obtain with those that…
Abstract
Purpose
The purpose of this research is twofold: to evaluate the performance of Spanish First‐Division soccer teams, comparing the sports results that they actually obtain with those that they should have obtained on the basis of their potential, and to propose a future course of action.
Design/methodology/approach
In order to assess the potential of each team in the Spanish professional soccer league between the years 1998 and 2005 an output‐oriented version of Data Envelopment Analysis is used. In this way it is possible to calculate the number of points a team could have achieved with an efficient use of its actual resources and, consequently, its potential position in the league classification.
Findings
The main conclusion is that a team's final league position depends more on its efficient use of resources than on its potential.
Practical implications
From the practical perspective, the results seem to stress that measures directed at improving soccer teams' results should focus on improving their efficient use of available resources. Consequently, this work provides a preliminary result, obtained using economics tools, that suggests where soccer team managers might direct their efforts to improve their sports results.
Originality/value
The present work is based on the same concept of potential in sports teams as Zak et al. (1979) and Hofler and Payne (1997), but with a number of differences compared with the earlier studies. First, the potential of the teams and their actual results are compared not by assessing their efficiency in the use of resources, but by observing their final league table positions. Second, the technique which is used to estimate the frontier is in this case Data Envelopment Analysis (DEA), or the deterministic non‐parametric frontier method, which has not often been used in order to measure efficiency in soccer. Finally, the object of study is the Spanish First Division soccer teams in the seasons 1998/1999, 1999/2000, 2000/2001, 2001/2002, 2002/2003, 2003/2004 and 2004/2005.
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Karin Derksen, Léon de Caluwé, Joyce Rupert and Robert-Jan Simons
The aim of this paper is to develop an instrument to assess the developmental space that teams create; examine whether creating more developmental space leads to greater…
Abstract
Purpose
The aim of this paper is to develop an instrument to assess the developmental space that teams create; examine whether creating more developmental space leads to greater satisfaction with team results; and decide which of three models best predicts perceived results.
Design/methodology/approach
The paper presents a quantitative study of individuals (N = 257). An instrument was designed to assess developmental space and was validated with a factor analysis. Multiple regression analyses were used to examine whether creating developmental space led to greater satisfaction with team results.
Findings
This study confirms the four-factor structure of developmental space suggested by earlier research. Creating more developmental space is positively related to perceived team results.
Practical implications
This research highlights the importance of creating developmental space and provides teams with an instrument to assess their developmental space as a starting point for improvement.
Originality/value
The interactions teams use are crucial in explaining the effects of teamwork, but seem underexposed in team research. Creating developmental space is a relatively new concept, hitherto only researched qualitatively. This empirical study extends and endorses previous research on developmental space by providing a quantitative assessment.
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Natalia Martin Cruz, Victor Martin Perez and Yolanda Fernandez Ramos
The objective of this paper is to evaluate dynamically those transactive memory processes that help to improve team results. Thus, the paper analyzes the processes by which…
Abstract
Purpose
The objective of this paper is to evaluate dynamically those transactive memory processes that help to improve team results. Thus, the paper analyzes the processes by which transactive memory systems are created and we evaluate their effect on team results.
Design/methodology/approach
To reach this objective, a quasi‐experiment was conducted with 167 students from the School of Business in a Spanish University during 2004‐2005. This experiment consisted of a business game where students had to make decisions in 44 teams.
Findings
Transactive memory can help to understand differences in team results.
Research limitations/implications
The limitations of our analysis are related to the short period of the quasi‐experiment.
Originality/value
For courses which involve team learning, teachers would promote some specific practices and ways to work.
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Caroline Ruiller, Beatrice Van Der Heijden, Frédérique Chedotel and Marc Dumas
As a way to enable employees to work distantly, teleworking has gained a growing interest in companies. At the same time, management challenges regarding the teleworkers’ risk of…
Abstract
Purpose
As a way to enable employees to work distantly, teleworking has gained a growing interest in companies. At the same time, management challenges regarding the teleworkers’ risk of isolation, coupled with the need to maintain cohesion for the dispersed team, to give an example, are various. How can management practices help to maintain adequate levels of perceived proximity for a dispersed team’s members? The purpose of this paper is to answer this question. Referring to a particular person’s perception of how close or how far another person is, the concept of perceived proximity is mobilized. This Telecom case study is based on 22 interviews with human resources directors, managers and teleworkers. While the results of this study appear to corroborate empirically the theoretical model as proposed by O’Leary et al. (2014), they also propose nuances, highlighting the importance of the interpersonal relationship to expand the perceived proximity and stressing the need for both distant and face-to-face exchanges. They also help to understand which management practices can influence perceived proximity. In particular, they help to understand the role of communication and collective identity and support the importance of the e-leader. Finally, the results highlight two remote management modes that will be discussed elaborately.
Design/methodology/approach
The authors conducted a single in-depth case study of Telecom as a unique case study; it is useful to analyze new and complex phenomena for which theoretical development is emerging and the consideration of the context is essential (Yin, 2013). In total, 22 interviews were conducted with the human resources directors, managers and teleworkers. Lasting between 40 and 130 min each, the interviews were all fully transcribed and analyzed using an iterative thematic content analysis. The authors first manually analyzed the data on the basis of the social regulation theory to interpret the local and the combined regulation (that is say to how the managers and the teleworkers co-build the rules to work being distant) the telework implied between managers, teleworkers and their co-workers (Authors, 2018). Two emerging codes led the authors to reinterpret the data, compared to the initial interpretative framework. The authors thus transformed the coding and recoded the 22 interviews (Bacharach et al., 2000, p. 713; cited by Gibbert et al. 2010, p. 58) around the objective/subjective working time and information and communication technology (ICT) use and the perceived proximity: shared identity and perceived proximity, and communication and perceived proximity.
Findings
First, the level of ICT use and the accompanying objective and subjective perceptions with regard to working time are reported and positive perceptions for the employees are determined because of the timing flexibility the ICT determines. Second, the ICT use is presented in relation to the managerial and collegial proximity perceived. Third, the authors discuss the shared identity processes that influence the proximity perceived, followed by the characteristics of the communication process, being the fourth one. As such, the results lead to a valuable input that enables to critically reflect on the e-leader roles, resulting in two emerging management modes seen as a continuum in terms of shared identity: the “e-communicational” mode signals the re-foundation of management in situations of distance based on the personality of the e-leader that influences the team members in terms of communicational and organizational behaviors; and the control management mode that is based upon objectives in a situation of being distant, illustrated by managers who regulate the work made by the distant team in monitoring the objectives without sharing the experience of telework.
Research limitations/implications
The results corroborate empirically with the theoretical model by Boyer O’Leary et al. (2014), while putting into perspective the complexity to manage the inter-subjectivity that is related to distance. More specifically, the results show that even if the ICT use leads to a new balance regarding time management for teleworkers – increasing their quality of life perceptions, with a better organizational flexibility – that is to say, a “win-win” configuration, the ultimate success of such a configuration depends on sound management practices. In this sense, the authors propose to enrich their model (Figure 3, p. 33). More extensive research will test two new moderating variables. At first, the results put in evidence the core role of e-management (e-communicational vs control), with a potential moderator effect on the relationship between objective distance and shared identification, on the one hand, and communication, on the other hand. Another result is the potential moderator effect of the ICT use on the relationship between perceived proximity and relationship quality. The nuances proposed support some recent studies arguing that distant communication (versus face-to-face) may inhibit geographically distributed team performance without consideration of the way the teams use ICT to ensure their cohesion and performance (Malhotra and Majchrzak, 2014).
Practical implications
These conclusions result into important management recommendations to support dispersed teams with how to cope with challenges such as the risk of delayed communication, possible misinterpretations, limited information richness and great conflicts (Zuofa and Ochieng, 2017).
Originality/value
Compared to the unique empirical application of the Boyer O’Leary et al.’s framework (2014), who found no differences existing in terms of proximity perceived with the study of 341 “geographically present” dyads with 341 “geographically distant,” this study’s results show that the construction of the feeling of proximity depends on a fragile balance between virtual and face-to-face exchanges. The authors also highlight the role of an e-leader in this regard and identify and compare two modes of remote management.
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Hakeem A. Owolabi, Azeez A. Oyedele, Lukumon Oyedele, Hafiz Alaka, Oladimeji Olawale, Oluseyi Aju, Lukman Akanbi and Sikiru Ganiyu
Despite an enormous body of literature on conflict management, intra-group conflicts vis-à-vis team performance, there is currently no study investigating the conflict prevention…
Abstract
Purpose
Despite an enormous body of literature on conflict management, intra-group conflicts vis-à-vis team performance, there is currently no study investigating the conflict prevention approach to handling innovation-induced conflicts that may hinder smooth implementation of big data technology in project teams.
Design/methodology/approach
This study uses constructs from conflict theory, and team power relations to develop an explanatory framework. The study proceeded to formulate theoretical hypotheses from task-conflict, process-conflict, relationship and team power conflict. The hypotheses were tested using Partial Least Square Structural Equation Model (PLS-SEM) to understand key preventive measures that can encourage conflict prevention in project teams when implementing big data technology.
Findings
Results from the structural model validated six out of seven theoretical hypotheses and identified Relationship Conflict Prevention as the most important factor for promoting smooth implementation of Big Data Analytics technology in project teams. This is followed by power-conflict prevention, prevention of task disputes and prevention of Process conflicts respectively. Results also show that relationship and power conflicts interact on the one hand, while task and relationship conflict prevention also interact on the other hand, thus, suggesting the prevention of one of the conflicts could minimise the outbreak of the other.
Research limitations/implications
The study has been conducted within the context of big data adoption in a project-based work environment and the need to prevent innovation-induced conflicts in teams. Similarly, the research participants examined are stakeholders within UK projected-based organisations.
Practical implications
The study urges organisations wishing to embrace big data innovation to evolve a multipronged approach for facilitating smooth implementation through prevention of conflicts among project frontlines. This study urges organisations to anticipate both subtle and overt frictions that can undermine relationships and team dynamics, effective task performance, derail processes and create unhealthy rivalry that undermines cooperation and collaboration in the team.
Social implications
The study also addresses the uncertainty and disruption that big data technology presents to employees in teams and explore conflict prevention measure which can be used to mitigate such in project teams.
Originality/value
The study proposes a Structural Model for establishing conflict prevention strategies in project teams through a multidimensional framework that combines constructs like team power conflict, process, relationship and task conflicts; to encourage Big Data implementation.
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Hüseyin Köse, Metin Argan and David P. Hedlund
The purpose of this research is to develop and validate a scale to measure the perceived orientation of sport organizations toward their fans, and subsequently, to test its…
Abstract
Purpose
The purpose of this research is to develop and validate a scale to measure the perceived orientation of sport organizations toward their fans, and subsequently, to test its relationship with six outcomes based on data from the fanbases of three distinct sport teams.
Design/methodology/approach
Using interviews and focus groups, important elements of fans' perceptions of their relationship with sport organizations are identified. After creating items based on the results of the interviews and focus groups, EFA, CFA and SEM procedures are used to create and test a multidimensional scale of perceived fan orientation.
Findings
Using EFA and CFA procedures, an 11-item, four-dimension scale of perceived fan orientation is validated, including components measuring (1) hosting events and campaigns for fans, (2) communicating information to fans, (3) interacting with fans when requests and problems arise and (4) providing preferential treatment to fans. The SEM results provide evidence of the impact of fan orientation on multiple measured outcomes for three professional football teams.
Research limitations/implications
This research is limited to three professional football teams in Turkey. However, the development of the multidimensional perceived fan orientation (PERFANOR) scale provides sport organizations' management and personnel with information about the relationship fans desire.
Practical implications
Sport managers, marketers and front-line staff are recommended to undertake activities to improve the relationship between the organization, team and its fans.
Originality/value
The principles and practices of relationship marketing and service quality often include discussions of the importance of “putting fans first,” however until now, no multidimensional scale existed in sport which measures the perceived fan orientation of a sport organization.
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Aleksey Martynov and Dina Abdelzaher
This paper aims to evaluate the effect of knowledge overlap, search width and problem complexity on the quality of problem-solving in teams that use the majority rule to aggregate…
Abstract
Purpose
This paper aims to evaluate the effect of knowledge overlap, search width and problem complexity on the quality of problem-solving in teams that use the majority rule to aggregate heterogeneous knowledge of the team members.
Design/methodology/approach
The paper uses agent-based simulations to model iterative problem-solving by teams. The simulation results are analyzed using linear regressions to show the interactions among the variables in the model.
Findings
We find that knowledge overlap, search width and problem complexity interact to jointly impact the optimal solution in the iterative problem-solving process of teams using majority rule decisions. Interestingly, we find that more complex problems require less knowledge overlap. Search width and knowledge overlap act as substitutes, weakening each other’s performance effects.
Research limitations/implications
The results suggest that team performance in iterative problem-solving depends on interactions among knowledge overlap, search width and problem complexity which need to be jointly examined to reflect realistic team dynamics.
Practical implications
The findings suggest that team formation and the choice of a search strategy should be aligned with problem complexity.
Originality/value
This paper contributes to the literature on problem-solving in teams. It is the first attempt to use agent-based simulations to model complex problem-solving in teams. The results have both theoretical and practical significance.
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Although previous research proved positive impacts of team reflection on team outcomes, especially team performance and innovation, there are only a few insights in to which…
Abstract
Purpose
Although previous research proved positive impacts of team reflection on team outcomes, especially team performance and innovation, there are only a few insights in to which factors (mediators) account for these positive effects and over what period these effects unfold (temporal effects). To close this gap, this paper aims to investigate the direct effects of team reflection on team performance over time, as well as indirect effects because of the development of similar and accurate team mental models to explain this relationship.
Design/methodology/approach
Within a longitudinal experimental study on 22 student project teams working on a complex problem-solving task, the effects of repeated team reflection interventions on the development of team performance and team mental models over six measuring times were analysed.
Findings
Results show that team reflections caused significant increases in team performance and team mental models over time. Results also provide evidence that team mental models’ quality mediates the effects of team reflections on team performance.
Research limitations/implications
The results are interesting for both research fields, team reflection and team mental models, as the findings indicate the merits of recurrent reflection for improving team mental models’ quality.
Practical implications
For organisational practice, the question of how reflection processes can be deliberately triggered in teams and effectively integrated into the daily routine should be considered.
Originality/value
The findings accentuate the role of team reflections for improving team performance team mental models over time. By continuous reflecting teams increase awareness and insights into effective team processes and strategies (i.e. shared and accurate team mental models), which lead to better performance.
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Maria Gaia Soana, Andrea Lippi and Simone Rossi
This paper investigates the stock market reaction to three different events related to the UEFA Champions League – the announcements of draws, odds and match results. The aim of…
Abstract
Purpose
This paper investigates the stock market reaction to three different events related to the UEFA Champions League – the announcements of draws, odds and match results. The aim of the paper is to test whether these events are informative for stock market operators, i.e. whether they produce abnormal returns.
Design/methodology/approach
Applying the event study methodology, the authors investigate the stock market reaction before (at two events: the draw date and on the release of betting odds) and after the matches of 11 listed soccer teams in the period 2003–2019. The authors also conduct OLS regression analyses in order to disentangle the impact of firm specific variables and match characteristics on cumulative abnormal returns.
Findings
This paper finds that match outcomes affect the stock market performance of listed teams, while the announcements of draws and odds do not. More specifically, the market does not consider match outcomes involving wins and ties as informative events, while it penalizes losing teams. Moreover, investor reactions to events related to the UCL competition depend more on match characteristics than on company specific variables.
Originality/value
The study enriches the ongoing debate about the impact of soccer team results on stock market performance in several ways: using the widest time span ever adopted in this area; focusing on UCL, which is the most important soccer competition played by private clubs; disentangling for the first time the effects of draws, odds release and sporting outcome on stock returns of listed soccer clubs.
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