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This study aims to explore the objectivity in third-party ratings. Third-party ratings are often based on some form of aggregation of various experts' opinions with the assumption that the potential judgment biases of the experts cancel each other out. While psychology research has suggested that experts can be unintentionally biased, management literature has not considered the effect of expert bias on the objectivity of third-party ratings. Thus, this study seeks to address this issue.

Ranking data from the US News and World Report between 1993 and 2008, institution-related variables and, to represent sports prominence, NCAA football and basketball performance variables are leveraged in testing our hypotheses. A mediating-model is tested using regression with panel-corrected standard errors.

This study finds that the judgments of academicians and recruiters, concerning the quality of universities, have been biased by the prominence of a university's sports teams and that the bias introduced to these experts mediates the aggregated bias in the resultant rankings of MBA programs. Moreover, it finds that experts may inflate rankings by up to two positions.

This study is particularly relevant for university officials as it uncovers how universities can tangibly manipulate the relative perception of quality through sports team prominence. For third-party rating systems, the reliability of ratings based on aggregated expert judgments is called into question.

This study addresses a significant gap in the literature by examining how a rating system may be unintentionally biased through the aggregation of experts' judgments. Given the heavy reliance on third-party rating systems by both academics and the general population, addressing the objectivity of such ratings is crucial.

A recurrent concern of researchers who measure the cost of protection is that welfare estimates based on models with highly aggregated sectors of the economy in question will understate the true cost of protection if the tariff system is not uniform. Uses the 1988 tariff schedule of the US and a detailed 1988 social accounting matrix of the US to construct a number of aggregation schemes to calculate the extent to which tariff means and variances change under different aggregations. Then uses a computable general equilibrium model to compare the cost of tariff protection between two of the aggregation schemes.

After the fall of fix exchange rate regime in early 1970s, the nexus between the exchange rate volatility and trade flows has been of a great interest to the policy makers and researchers. Resultantly an extensive literature is available on the topic. However, the research findings are inconclusiveness so far. The purpose of this paper is to examine the exchange-rate volatility and bilateral industry trade link between the two important countries of Southeast Asia, i.e. Malaysia and Thailand.

This study employs Generalized Autoregressive Conditional Heteroskedasticity (GARCH) (1, 1) to measure exchange rate volatility and autoregressive distributed lag (ARDL) model to study the relationship between exchange rate volatility and trade flows. ARDL approach is suitable to accommodate the mix cases (i.e. stationary and first difference stationary). The paper considers 62 Malaysian exporting and 60 Malaysian importing industries with Thailand over the monthly period 2000-2013.

Findings suggest the influence of exchange-rate volatility on the trade flows in a limited number of industries. Large industries like instruments and apparatus experience negative influence from exchange-rate volatility.

Past literature continued to be inconclusiveness on the nexus between exchange-rate volatility and trade flows due to its over-reliance on the aggregated data. Besides, the past studies are more based on quarterly or yearly frequency data. These issues contribute to the aggregation bias. This research focusses on a country bilateral trade pair, using industry level disaggregated monthly data. Such research is rare in Malaysian-Thai bilateral trade context. This study uses a suitable estimation approach and also draws valuable implications.

The purpose of this work is to present an alternative way of considering evidence‐based librarianship (EBL) through an examination of the data that makes up studies used for EBL.

This piece starts with the standard evidence‐based librarianship definition and deconstructs it down to the level of the individual user, and that data is considered in a different context.

The bibliomining process, or the combination of data warehousing, data mining, and bibliometrics, is used as a framework to build a different path to EBL. Bibliomining‐based evidence‐based librarianship is not appropriate for all topics; however, when the artifacts of library use can be gathered and explored, this method can provide a different path to reach the goals of EBL.

As the quantity of studies needed for traditional EBL are not currently available, this alternate method provides a way to achieve the goals of EBL through data already in the library systems.

Service innovative behavior from employees helps hospitality organizations gain a competitive advantage and sustain business flourishment. Although group diversity has been demonstrated as a predictor of employee outcomes, whether group diversity in terms of extraversion and openness enhances employee service innovative behavior remains a gap. This study aims to fill this gap by developing a multilevel model of the direct relationship between group diversity in terms of extraversion and openness and employee service innovative behavior and also the mediations and moderations behind the relationship.

The authors collectd data from 44 Chinese hospitality teams. The research model was validated by multilevel structural equation modeling.

Results showed that both group extraversion diversity and group openness diversity fostered employee service innovative behavior via creative self-efficacy. Developmental culture strengthened the effectiveness of group openness diversity on creative self-efficacy and the effectiveness of creative self-efficacy on employee service innovative behavior. Nevertheless, developmental culture did not strengthen the effectiveness of group extraversion diversity on creative self-efficacy.

Findings suggest that managers and team leaders from hospitality organizations can elicit employee service innovative behavior through increasing group diversity in terms of extraversion and openness. Hospitality practitioners also should understand that employees’ confidence for creativity is able to channel group diversity into employee service innovative endeavors. Moreover, building developmental culture is essential for hospitality teams to strengthen the effect of group diversity on innovating services.

This study expands the diversity-innovation research through unfolding both the mediations and the moderations behind the link between group diversity in terms of extraversion and openness and employee service innovative behavior.

The purpose of this study is to reveal the mediating role of scenario planning between reflection and task performance in new product development (NPD) teams.

A cross-sectional research design was used to collect data from 78 NPD teams and 194 employees. The mediation analyses were conducted through the bootstrap PROCESS macro method.

The results of this study yielded support for two of three hypotheses. The authors found that the relationship of reflection with product development speed and new product success is mediated by scenario planning. There was no mediation of scenario planning between reflection and product development cost.

These findings show how teams can capitalize on reflective thinking practices to increase NPD task performance through scenario planning.

This study provides useful guidelines for team leaders on how to accelerate product development processes and to increase the market success of a new product. Leaders should encourage their teams to review their previous performance metrics with ongoing changes in the business environments.

To the best of the authors’ knowledge, this study is the first to examine the mediating role of scenario planning on the reflection–task performance relationship in NPD teams.

The purpose of this paper is to examine if temporal aggregation matters in the construction of house price indices and to test the accuracy of alternative index construction methods.

Five index construction models based on the hedonic, repeat‐sales and hybrid methods are examined. The accuracy of the alternative index construction methods are examined using the mean squared error and out‐of‐sample technique. Monthly, quarterly, semi‐yearly and yearly indices are constructed for each of the methods and six null hypotheses are tested to examine the temporal aggregation effect.

Overall, the hedonic is the best method to use. While running separate regressions to estimate the index is best at the broader level of time aggregation like the annual, pooling data together and including time dummies to estimate the index is the best at the lower level of time aggregation. The repeat‐sales method is the least preferred method. The results also show that it is important to limit time to the lowest level of temporal aggregation when construction property price indices.

This paper provides alternative method, the mean squared error method based on an out‐of‐sample technique to evaluate the accuracy of alternative index construction methods.

The introduction of financial products like the property derivatives and home equity insurances to the financial market calls for accurate and robust property price indices. However, the index method and level of temporal aggregation to use still remain unresolved in the index construction literature. This paper contributes to fill these gaps.

Managerial mindset and cognitive bias can be barriers to any transformation strategy. In the case of telework, most employees express willingness to telework, yet, few firms formally enable it during regular business hours. The status quo is a daily commute to the traditional workplace. The purpose of this paper is to test framing interventions designed to harness cognitive biases through choice architecture.

Drawing upon behavioral strategy and prospect theory, this paper presents two studies: quasi-experiments with 146 senior business students and experiments in the field (replication using random assignment and extension) with 84 senior decision makers. Both studies use a one-way between-subjects design and chi-square analysis.

Findings support the proposition that, although cognitive biases can act as barriers to transformation, they can be re-framed through strategic interventions. Specifically, in both studies, there was a drastic increase in adoption simply by changing the way the choice was presented. Findings in the lab were cross-validated in the field. Observed shifts in preferences provide evidence that embedding the right reference point within communications can frame a decision choice more favorably. Findings also support that a bias for an implicitly perceived status quo can be overruled through an explicitly stated reference point.

It is an assumption of behavioral strategy that most individuals simply respond to the gains/loss framing without being influenced by other psychological or contextual factors, and though these effects dissipate through aggregation, it is a limitation nonetheless. Indeed, using an individual construct to explain an organizational phenomenon is a well-debated topic in the field of strategy, with proponents on both sides. The distinguishing factor, here, is that behavioral strategists are only interested in results at the aggregated level.

Practitioners attempting to roll out telework adoption, or any transformation, now have proven strategies for designing frames of reference that intervene against and harness the power of loss aversion and the status quo.

This paper measures micro processes that have an effect at the macro level. It explains systematic aversion to adoption as an aggregation of decision-making behavior that is seemingly subconscious. In doing so, it highlights the impact of bounded rationality perpetuated through social systems, while measuring effective interventions designed to make systematic behavior more predictable.

A novel contribution is made in designing/testing a new frame for systematic resistance to change that frames the status quo as the losing prospect. In this frame, the perceived loss is in the choice not to change, and loss aversion proves to be an effective tool for facilitating systematic change.