第三方物流企业物流服务能力实证研究

以第三方物流企业服务能力为研究对象,建立指标体系,运用层次分析法AHP确定各指标权重,选取长春市某第三方物流服务企业进行实证分析,得出决定第三方物流服务能力的因素,在此基础上,对第三方物流服务能力改进提出相应对策建议。     

南昌市第三方物流企业服务能力现状与对策

首先从内、外部环境方面分析了南昌市第三方物流发展现状,找出南昌市第三方物流服务能力的特点;接着通过对比国内外第三方物流服务能力评价指标,分析南昌市第三方物流存在的问题;最后提出提升南昌市第三方物流企业服务能力的四项对策。     

第三方物流企业服务能力评价分析

近年来,物流市场竞争日趋激烈,物流企业竞争优势的取得越来越依赖于其在竞争中表现出来的物流服务能力,即物流企业是依靠物流服务能力成功竞争.如何有效评价物流企业的服务能力已经成为一个迫切需要解决的问题.本文借鉴国内外物流服务能力评价的研究成果,结合第三方物流企业的服务内容和特点,提出了物流服务能力相关模型,介绍了第三方物流...     

基于灰色层次的物流服务能力评价

针对我国第三方物流企业服务质量低、成本高的普遍现象,在综述国内外研究的基础上,从支撑能力、配送能力及服务能力3个方面构建了物流服务能力评价指标体系,并进行实证研究,为企业自我评价提供合理依据。考虑物流服务能力评价的复杂性和多样性,结合灰色评价和层次评价方法,对物流服务能力指标进行评价,尽量避免评价的主观性和片面性,并结合镇江市某第三方物流企业的实际情况,对影响物流服务能力的因素进行综合评价。结果证明该评价体系对第三方物流企业来说很有实际价值,具有普遍适用性。     

基于灰色层次的物流服务能力评价

针对我国第三方物流企业服务质量低、成本高的普遍现象,在综述国内外研究的基础上,从支撑能力、配送能力及服务能力3个方面构建了物流服务能力评价指标体系,并进行实证研究,为企业自我评价提供合理依据。考虑物流服务能力评价的复杂性和多样性,结合灰色评价和层次评价方法,对物流服务能力指标进行评价,尽量避免评价的主观性和片面性,并结合镇江市某第三方物流企业的实际情况,对影响物流服务能力的因素进行综合评价。结果证明该评价体系对第三方物流企业来说很有实际价值,具有普遍适用性。     

铁路物流企业物流服务现状分析

分析了铁路物流企业发展中具备的优势及面临的机遇和物流服务的现状,提出铁路物流企业拓展第三方物流要注意企业准确定位、经营模式创新和提升企业物流综合服务能力。     

铁路物流企业物流服务现状分析

分析了铁路物流企业发展中具备的优势及面临的机遇和物流服务的现状,提出铁路物流企业拓展第三方物流要注意企业准确定位、经营模式创新和提升企业物流综合服务能力.     

试论我国第三方物流企业的客户服务

第三方物流作为一种新的物流形态，正在快速发展，成为现代物流的重要组成部分。第三方物流是一种综合系列化的服务。客户服务水平的高低，决定了具有相同生产研发实力的第三方物流企业为顾客提供个性化服务的能力。提高客户服务水平是第三方物流企业的核心竞争力建设的重要内容。     

第三方物流企业客户忠诚的驱动因素及其作用机理研究

第三方物流作为新兴的物流管理模式,成为理论界和实践界广泛关注的问题之一。但服务意识缺位、缺乏完善的服务指标、信息化服务能力薄弱等因素导致第三方物流企业客户忠诚度较低,极大地阻碍了第三方物流企业发展。在分析第三方物流企业发展现状和特征基础上,提出驱动第三方物流企业客户忠诚主要因素:客户感知价值、客户满意、转换成本和相关环境因素,运用层次分析法测度这些因素对第三方物流企业客户忠诚的作用机理。最后,通过案例验证其可行性和有效性。     

基于信任的第三方物流企业联盟研究

第三方物流企业(TPL)的盈利能力主要取决于相当规模的客户群体形成的稳定的业务量、稳定实用的物流信息系统、广泛覆盖业务区域的网络等三个要素。组建第三方物流企业联盟可以带来诸如扩展企业边界，拓展服务范围，提高联盟中每个企业的服务能力和服务水平等好处。本文试图就第三方物流企业为何以及如何建立联盟信任关系以提高绩效的问题进行探讨。     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.