Non-discrimination rules for ISPs and vertical integration: Lessons from cable television

The experience of cable television indicates that vertically integrated ISPs have plausible incentives to favor their affiliated content and to restrict entry of nascent rival content services, but these incentives are weakened in some respects, and strengthened in others, by differences in the economic architectures of cable and Internet broadband. Non-discrimination regulations designed to control such behavior are potentially more effective than in cable, but rules governing discrimination both in the upstream access and the downstream retail markets (as the FCC's no-unreasonable-discrimination rule appears to do) are likely to be necessary for effectiveness. Beneficial effects of vertical integration on financing and entry of cable programming networks should also apply to Internet video content development, but emergence since the 1970s of a robust programming supply industry with few vertical ties to cable suggests that such benefits will be less significant in the ISP case. Finally, the history of both the cable and ISP industries makes evident that the fundamental policy concern should not be vertical integration but horizontal market shares of ISPs, both at the local and national levels.     

Recruitment Process Outsourcing and Applicant Reactions: When Does Image Make a Difference?

Many organizations transfer parts of their recruitment process to external service providers—often referred to as recruitment process outsourcing (RPO)—to save costs and enhance the quality of their recruitment procedures. However, contrary to the expectations regarding RPO, Wehner, Giardini, and Kabst (2012) found that RPO might cause negative reactions to recruitment procedures among graduates. We extend that study by incorporating a brand equity perspective in examining whether employer image and service provider image counterbalance negative reactions among graduates. Utilizing a scenario‐based, between‐subject design, we obtain results that show that the extent of RPO negatively influences applicant reactions regardless of the employer's or service provider's image. Furthermore, we find negative mediating effects of RPO on job acceptance intention. However, the perceived fit between employer image and service provider image positively influences applicant reactions. Moreover, employer image positively influences employer attractiveness and service provider image positively influences applicants’ satisfaction with the recruitment process. Thus, a strong employer image and service provider image partially compensate for the negative effects of RPO on applicant reactions. © 2014 Wiley Periodicals, Inc.     

大规模定制模式下基于顾客需求的物流服务商选择研究

以大规模定制(MC)为背景,根据企业顾客的服务需求,提出了一个基于质量功能展开(Quality Function Deployment,QFD)和TOPSIS(综合距离评价)算法相结合选择物流服务商的新方法。首先依据QFD的方法,对基于顾客需求的物流服务商进行了详细分析,然后运用TOPSIS算法,综合考虑几项指标,从候选物流供应商中选择满足顾客需求的"理想物流服务商"。最后,通过举例验证思路的科学性和合理性。     

物流服务供应链中违约风险形成机理探析

物流企业之间的合作动机和违约风险是影响物流服务供应链核心竞争力的重要原因之一。二级物流服务供应链＂功能型物流企业→物流服务集成商＂的违约风险可分为物流服务集成商违约风险和功能型物流企业违约风险。违约风险具有传染性和相依性特征。物流服务供应链违约风险包括外部原因和内部原因。通过实证方法,可以形象地说明物流服务供应链违约风险的形成机理。     

基于AHP/SFA的人力资源外包供应商绩效评价模型研究

对人力资源外包供应商绩效进行评价是降低人力资源外包风险的重要手段,目前对此的研究还比较少。而利用多层次/随机前沿分析(AHP/SFA)综合方法可以避免传统评价的主观性因素,也可以从动态的角度评价人力资源外包供应商绩效的变化趋势和影响因素。实证检验表明,不同备选供应商的绩效是有差异的,多层次/随机前沿综合分析法的结论简洁有效,这为选择合适的人力资源外包供应商提供了更多的参考依据。     

数字背景下新华书店商业模式的多样性

在市场和数字技术发展的压力下,新华书店传统的零售商业模式面临着生死存亡的挑战。鉴于此,分析新华书店如何利用自身优势实现由单一的零售商业模式向多样性的商业模式演变,阐述新华书店如何通过多样性的商业模式创造价值。     

建筑工程项目管理信息化PM-ASP模式

对项目管理信息化三种实施模式进行了比较,论述了租用服务(PM—ASP模式)在建筑工程领域的应用模式和使用功能,分析了在建筑工程领域运用PM—ASP的优势和遇到的阻碍,展望了PM—ASP的发展趋势。