The Differential Effects of Racially Homophilous Sponsorship Ties on Job Opportunities in an Elite Labor Market: The Case of NCAA Basketball Coaching

We examine how an assistant coach's race and the race of his supervisor (the head coach) interact to affect future job quality. While past research argues that homophily is beneficial to job mobility, we find differential effects based on the race. OLS and OLR regression analyses on the quality of one's first head coaching job in NCAA men's basketball indicate that black assistant coaches working under black head coaches (black homophily) are significantly disadvantaged compared to all other racial combinations: white assistants with white supervisors (white homophily), white assistants with black supervisors (white heterophily), and black assistants with white supervisors (black heterophily). In contrast, there is no significant difference in job quality among the latter three groups: white homophily, white heterophily, and black heterophily. This indicates that while homophily is neither advantageous nor disadvantageous for whites, it is disadvantageous for black job candidates. This racially based disadvantage makes it difficult for minority job candidates to break through the glass ceiling and has real‐world financial implications.     

IN‐SEASON HEAD‐COACH DISMISSALS AND THE PERFORMANCE OF PROFESSIONAL FOOTBALL TEAMS

This paper studies the causes and consequences of in‐season changes of the head‐coach of association football teams. We exploit data from the highest level of Dutch professional football during 14 successive seasons. An in‐season change of the head‐coach depends on recent match results and the difference between actual results and expectations as measured using bookmaker data. We find that, after the head‐coach has been replaced, teams perform better than before. However, the performance is also better than before for a control group of coach replacements that did not occur. From this we conclude that replacement of head‐coaches does not improve team performance. (JEL J44, L83)     

Race,Supervisorial Change,and Job Outcomes: Employability Resilience in NCAA Division I College Basketball Coaching

We examine how race affects the employment status of subordinates following a job change by their immediate supervisors. We test whether racial homophily between a subordinate and a supervisor affects the odds of being let go. We also consider whether a racial match between an incoming head coach and assistant affects whether assistants retain their assistant coaching position. Data for these analyses come from a unique data set that explores what happens to 704 NCAA Division I college basketball assistant coaches after the head coach leaves the school. Logistic regression analyses confirm the benefit of working for a white head coach as this decreases the likelihood of being let go, compared to more positive outcomes such as following the coach to a new school, being internally promoted or retained after the head coach's departure. Furthermore, racial homophily with incoming head coaches insulates subordinates from having to search for new employment by increasing the likelihood of assistants being retained.     

INTERRACIAL WORKPLACE COOPERATION: EVIDENCE FROM THE NBA

Using data from the National Basketball Association (NBA), we examine whether patterns of workplace cooperation occur disproportionately among workers of the same race. We find that, holding constant the composition of teammates on the floor, basketball players are no more likely to complete an assist to a player of the same race than a player of a different race. Our confidence interval allows us to reject even small amounts of same‐race bias in passing patterns. We find some evidence of own‐race bias in situations where the outcome of a particular play is less important. Our findings suggest that high levels of interracial cooperation can occur in a setting where workers are operating in a highly visible setting with strong incentives to behave efficiently. (JEL J15, J71, L23)     

How race affects dismissals of college football coaches

We employ a discretetime hazard model and a Blinder-decomposition approach to explore the possibility of racial discrimination in the dismissal and retention of college football coaches by university administrations. A rich data set consisting of 81 institutions over an 11-year period (1990–2000) that contains, in addition to a coach's race, variables on cumulative winning records, annual on-the-field improvements, and pre-/post-season game participation by institutions and their coaches is employed. Our study finds that black coaches, on average, face a dismissal probability that is 9.6 percentage points below that of their nonblack counterparts, ceteris paribus, suggesting that black head coaches may be the beneficiaries of favorable treatment by university administrators. Such a result likely stems from universities ' approach to social concerns involving race and gender issues. This finding also fits a construct that considers workplace discrimination as multi-dimensional. For example, black representation in the college football coaching ranks may be disproportionately low, possibly as a result of discrimination. However, once hired, black coaches are given more time to succeed than nonblacks, other things constant.     

THE IMPACT OF GENDER ON VOLUNTARY AND INVOLUNTARY EXECUTIVE DEPARTURE

We examine the frequency and conditions of executive departure from S&P 1500 firms. Based upon published news reports, we find that female executives are more likely than male executives to depart their positions voluntarily and involuntarily in the presence of controls for firm performance, firm governance, and human capital. We also find that women are less likely than men to depart voluntarily as firm size increases or board size decreases but more likely to be dismissed as the board becomes more male dominated. (JEL G30, G32, G34, J44)     

The trickle‐down effect of ethical leadership in nonprofit soccer clubs

Nonprofit soccer clubs are currently facing many ethical challenges, such as abuse, doping and match fixing. While research suggests that organizational (board) ethical leadership may be effective to tackle these ethical issues, empirical support in the context of sport remains limited. Drawing on the perceptions of a sample of nonprofit soccer players (n = 438) and coaches (n = 106), we indicate that the coaches play an important mediating role regarding the associations between board ethical leadership and ethical climate. The theoretical underpinnings of ethical leadership—formed by social learning theory and social exchange theory—and the social distance between the board and the players in nonprofit soccer clubs provide support in this regard. In sum, our results demonstrate that the influence of board ethical leadership in nonprofit soccer clubs partly trickles down to the players via coach ethical leadership. Finally, practical implications for nonprofit soccer club management are discussed.     

THE IMPACT OF MANAGERIAL CHANGE ON PERFORMANCE: THE ROLE OF TEAM HETEROGENEITY

When a key responsibility of a manager is to allocate more or less attractive tasks, subordinates have an incentive to work hard and demonstrate their talents. As a new manager is less well informed, management dismissals reinvigorate this tournament competition—but only in sufficiently homogeneous teams. We investigate this hypothesis using a large dataset on dismissals of soccer coaches, whose main task is indeed the selection of players. We find that dismissals enhance performance (only) in homogeneous teams. Moreover, we show that there is typically a negative selection bias when evaluating succession effects, which reconciles previous contradictory findings. (JEL D22, J44, J63)     

Agenda Setting and African American Women in State Legislatures

SUMMARY

Political scientists have, in recent years, uncovered substantial evidence that political representation in the United States is influenced by gender and race, yet generally examine the effects of gender entirely separate from the effects of race. In this article, we explore the agenda-setting behavior of African American female state legislators. We find that African American women do respond to both women's interests and black interests. We also find that while the sponsorship of black interest measures by African American women (or other legislators) is not influenced by the proportion of African Americans within the chamber, African American women are less likely to sponsor women's interest measures in legislatures with a relatively high proportion of women present. We conclude that because of their focus on multiple groups, black women occupy a unique place in representation, and that their choices are influenced by the institutional context in which they work.     

BIASED INFORMATION AND EFFORT

We study the impact of information manipulation by a principal on the agent's effort. In a context of asymmetric information at the principal's advantage, we test experimentally the principal's willingness to bias (overestimate or underestimate) the information she/he gives to her/his agent on her/his ability in order to motivate her/him to exert more effort. We find that (1) principals do bias information, and (2) agents trust the cheap‐talk messages they receive and adjust their effort accordingly. Therefore, biased messages improve both the agent's performance and thus the principal's profit. This, however, does not increase efficiency. We also find that overestimation occurs much more often than underestimation. Making the signal costly in an additional treatment reduces this effect. (JEL D83, C92, M12)     

THE STATE STREET MILE: AGE AND GENDER DIFFERENCES IN COMPETITION AVERSION IN THE FIELD

Gender differences in “competitiveness,” previously documented in laboratory experiments, are hypothesized to play a role in a wide array of economic outcomes. This paper provides evidence of competition aversion in a natural setting somewhere between the simplicity of a laboratory experiment and the full complexity and ambiguity of a labor market. The “State Street Mile” race offers both male and female participants a choice between two different levels of competition. Large, systematic age and gender differences are observed in the relationship between true ability and the decision to enter the more competitive race. Overall, qualified women and older runners are far less likely than qualified young men to enter a competitive race with prizes. However, the fastest young women unanimously enter the competitive race. Therefore, while we confirm age and gender differences in competitiveness in our field setting, the economic consequences to capable young women are rather small. (JEL J1, J7, M5)     

WHAT’S IN A NAME?

This article analyzes two broad questions: Does your first name matter? And how did you get your first name anyway? Using data from the National Opinion Research Centers General Social Survey, we find evidence that, even after controlling for a myriad of exogenous background factors, first name features are predictors of many lifetime economic outcomes that are related to labor productivity such as education, happiness, and early fertility. However, we also find evidence, based on the differential impacts of gender and race on the “blackness” of a name, that identity could be an important channel for linking first name to lifetime economic outcomes. (JEL D1, J1, J7)     

Bridging the Border between Work and Family: The Effects of Supervisor‐Employee Similarity*

We examine the relationship between supervisor‐employee race/ethnicity, gender, and caregiving similarity and employees’ perceptions that supervisors provide support for bridging the border between work and family life. Employees report greater net perceived supervisor interactional support, but not instrumental support, when the immediate supervisor is the same race/ethnicity or the same gender as the employee, but not when they have similar caregiving responsibilities. Having a supervisor of the same gender is more salient for women and race/ethnic similarity is more salient for men. We also find patterns of difference in the relative salience of gender and race/ethnic similarity within race/ethnic/gender groups.     

THE PERFORMANCE EFFECTS OF WISE AND UNWISE MANAGERIAL DISMISSALS

The decision to dismiss a coach is challenging because poor performance tends to coincide with both bad luck and low coaching ability. We differentiate between dismissals following actual poor performance on the pitch (wise dismissals) and dismissals following seemingly poor performance due to bad luck (unwise dismissals). To categorize dismissals, we use “expected goals,” which are less vulnerable to random variation in match outcomes. Using data from European football, we find that wise dismissals increase subsequent performance compared to a control group of nondismissals with similarly poor performance on the pitch. However, unwise dismissals do not improve subsequent performance compared to a control group with similar strings of bad luck. (JEL D81, J44, L83)     

The Prevalence and Correlates of Multipartnered Fertility Among Urban U.S. Parents

Recent trends in marriage and fertility have increased the number of adults having children by more than 1 partner, a phenomenon that we refer to as multipartnered fertility. This article uses data from the Fragile Families and Child Wellbeing Study to examine the prevalence and correlates of multipartnered fertility among urban parents of a recent birth cohort (N = 4,300). We find that unmarried parents are much more likely to have had a child by a previous partner than married parents. Also, race/ethnicity is strongly associated with multipartnered fertility, as is mothers’ young age at first birth, and fathers’ history of incarceration. To the extent that childrearing across households diminishes parental resources, multipartnered fertility has important consequences for children’s well‐being.     

Race and the Likelihood of Managing in Major League Baseball

The impact of race on the likelihood of former Major League Baseball players becoming managers is analyzed using data from 1975 to 2008. The multivariate probit model presented controls for the effects of race, performance, star status, education, coaching, minor league managing, and playing experience. Marginally significant evidence is found that black former players are 74 % less likely to become managers at the major league level than observationally equivalent white former players. It is also observed that former catchers and shortstops are the most likely to become coaches or managers. Historically, black players have been underrepresented at the catcher and shortstop positions and overrepresented at the outfield positions. This provides evidence that historical differences in position played may have contributed to the relatively small number of black managers in Major League Baseball. Significant evidence is found that Hispanic former players are 66 and 69 % less likely to coach in the major leagues and manage in the minor leagues than observationally equivalent white former players. Coaching and minor league managing experience increase the likelihood of managing in the major leagues. Therefore, discrimination at these levels may lead to a lower number of Hispanic major league managers. It should be noted that while this study does control for education it does not directly control for English language skills. If Hispanic players are less likely to speak English than white players this may contribute to the negative effect found in this analysis. It is also shown that all star status reduces the likelihood of coaching or managing while seasons spent in the majors increase the likelihood of coaching or managing. This implies that players with long but unexceptional careers are most likely to become managers. This finding may reflect the greater opportunities available to star players after retirement.     

AN EXPERIMENTAL STUDY ON THE RELEVANCE AND SCOPE OF NATIONALITY AS A COORDINATION DEVICE

In a period marked by extensive cross‐national interactions, nationality may present an important focal point that individuals coordinate on. This study uses an experimental approach to study whether nationality serves as a coordination device. We let subjects from Japan, Korea, and China play coordination games in which we vary information about their partner. The results show that nationality serves as a coordination device if common nationality is the only piece of information available to the subjects. The strength of this device is nationality‐dependent and diminishes when participants are provided with additional information about their partner. We also find that subjects are likely to coordinate on the Pareto‐dominant equilibrium at about the same rate if the partner has a different nationality than if nationality is unknown. (JEL C91, C92, Z1, Z13)     

SCHOOL QUALITY AND INFORMATION DISCLOSURE: EVIDENCE FROM THE HOUSING MARKET

In this article, we investigate the relationship between school quality and information disclosure in housing markets. When presented with the option of identifying their local public school in a real estate listing, we find that sellers with homes assigned to higher‐performing schools are more likely to provide this information. We find more evidence of selective disclosure in 2001–2002 than in 2006–2007, when the costs of gathering and disclosing information on school assignments and quality were lower. Furthermore, we find more evidence of strategic behavior among sellers of large single‐family units that presumably appeal to families with children. After controlling for school quality, information disclosure does not appear to affect housing prices. Taken together, our results support the findings of the education literature on the importance of school quality capitalization in residential real estate and they provide the first evidence of strategic information disclosure in housing markets. (JEL L15, I20, R31)     

The Association of Couples’ Relationship Status and Quality With Breastfeeding Initiation

Using data from the Fragile Families and Child Wellbeing Survey (N= 3,567), we examine the links between relationship status, relationship quality, and race and ethnicity in breastfeeding initiation. We consider four relationship types: married, cohabiting, romantically involved but not cohabiting (termed visiting), and nonromantically involved mothers. We find that even after adjusting for a wide range of sociodemographic factors, married mothers were more likely to breastfeed than unmarried mothers and that racial and ethnic differences in breastfeeding do not result from differences in marriage rates. Among unwed mothers, paternal provision of money or other assistance during pregnancy decreases the likelihood of breastfeeding. We conclude that relationship status, above and beyond demographic characteristics, is an important correlate of breastfeeding.