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1.
The prevalence of online health communities (OHCs) motivates health product companies to manipulate persuasion-based marketing strategies, including fear appeals and coping appeals, to promote health products. However, whether such a practice is effective remains unclear. Respondents may either impulsively purchase the recommended health products or simply distance themselves psychologically from the information. Building on protection motivation theory (PMT), this study uncovers the mechanisms behind these two coping responses to persuasive messages, namely, the impulsive purchasing and psychological distancing of OHC users. Correspondingly, we evaluated 366 valid questionnaires, and the results reveal that (1) when encountering fear appeals, perceived health threat can evoke cyberchondria, leading to psychological distancing; and (2) when encountering coping appeals, perceived response efficacy leads to product affection, fostering impulsive purchasing. This study provides new insights into the effects of persuasive messages for health product promotion in social commerce. Marketers should design appropriate persuasive messages to foster impulsive purchasing by generating individuals’ product affection and avoiding cyberchondria.  相似文献   
2.
This study explores how supervisor career mentoring contributes to contemporary organizational career development, which strives to foster employees' promotability while strengthening their intention to stay. Specifically, we focus on the implications of career mentoring in team contexts. Applying a multilevel framework, we distinguish between individual‐level differentiated mentoring (i.e., an employee's mentoring perceptions as compared to those of other team members) and group‐level career mentoring climate (i.e., the average perception across all group members). In a workplace setting, we collected data from vocational job starters (N ranged from 230 to 290) and their company supervisors (N ranged from 56 to 68). We find that career mentoring climate positively relates to promotability, more so than differentiated career mentoring. Both career mentoring climate and differentiated career mentoring are positively related to the intention to stay. At the individual level, this relationship is mediated by job satisfaction. We discuss theoretical and practical implications of differentiated and group‐level mentoring.  相似文献   
3.
以A股地方国有上市公司为研究对象,从投资效率的角度考察国有资本经营预算制度的实施效果,并进一步检验其对企业价值的影响。研究发现,国有资本经营预算能够显著抑制地方国有企业的非效率投资,尤其是抑制过度投资行为,并且这种影响对处于市场化程度较低地区的地方国有企业更加显著。进一步研究发现,国有资本经营预算能够通过抑制非效率投资来促进地方国有企业价值的提升。  相似文献   
4.
We investigate how a multidimensional disclosure quality (i.e., correlation and precision) determines an optimal information disclosure strategy. We find that, for an infinitely lived, unlevered firm with market perfection, a truth‐telling disclosure is optimal at increasing the expected firm value. However, for a finitely lived, levered firm in the presence of market imperfections (e.g., bankruptcy cost), the optimal disclosure quality depends negatively on the level of imperfections. Once we consider the agency problem, such dependence can become positive, thereby highlighting the importance of a proper managerial‐incentive scheme to align the information disclosure interests of managers and shareholders.  相似文献   
5.
We conjecture that attribute satisfaction, push motives and pull motives will be positively related to return visitation of tourist destinations. We also hypothesize that push factors will be stronger related to return visitation of tourist destinations than pull factors, both directly and indirectly as mediators of the relationship between attribute satisfaction and return visitation. In addition, we predict that age and gender will moderate the effect of push and pull factors on repeat visitation. Finally, we argue that push factors and pull factors will be mutually reinforcing. To test these hypotheses, we conducted an online survey of repeat tourists’ motives, and received 986 complete responses. Survey participants were randomly chosen from a group that met a series or qualifying questions. PLS-SEM analysis of the data showed that, as we hypothesized, attribute satisfaction and push motives were positively related to repeat visitation. In contrast, pull motives were not related to repeat visitation, either directly or indirectly, but did reinforce the effect of push motives; gender did not moderate either push or pull motives and age moderated only pull motives. We discuss the theoretical and practical implications of these findings.  相似文献   
6.
Flamenco is a tourist product that can attract many visitors from around the world, and the city of Cordoba (Spain) has an important role in the origins of flamenco. This work studies whether the satisfaction of cultural tourists who visit the city can be influenced by cultural offers related to flamenco. To achieve this objective, fieldwork was carried out based on 709 surveys conducted in the most important flamenco “tablaos” (stages) of the city. The techniques of factorial analysis and linear adjustment were used. The results show that flamenco can be a product that complements the satisfaction of cultural tourists.  相似文献   
7.
Workplace creativity is critical to stay ahead in the current competitive hospitality industry. Recent research has suggested that servant leadership fosters creativity. However, there is a lack of research into the mechanisms and situations that make this link possible. This paper examines (1) employee servant attitude as a mediator in the servant leadership–employee creativity relationship, and (2) the role of intrinsic motivation in both the direct and the mediated relationship. Using structural equation modeling to analyze a sample of 259 hotel employees in Spain, we found that servant attitude is one of the mechanisms servant leaders use to foster creativity, and that this mediating role of servant attitude is strengthened as employee intrinsic motivation increases. However, when intrinsic motivation decreases, the mediation reverts and the leadership–employee creativity relationship becomes significant again. New light is shed on how and when servant leadership is most effective in fostering hotel staff creativity.  相似文献   
8.
The effectiveness of community-based extension approaches has been widely documented, however their sustainability remains weak. Institutionalization has been proposed as a way of achieving sustainability. This paper shares experiences of the learning and planning phase of the institutionalization of the volunteer farmer-trainer (VFT) approach in three dairy producer organizations (POs) in Kenya. The paper builds a detailed understanding of the key steps and social processes involved and the wider lessons that might be learned regarding institutionalization in the context of local institutions such POs. We draw on data from key informant interviews, focus groups discussions and workshops. The first phase of the process which spanned one year involved engagements with stakeholders at different levels; from VFTs, dairy cooperative management, government extension and local NGOs. The process involved awareness creation, joint learning at the individual, group and organization level, a strengths-weaknesses-opportunities-threats (SWOT) analysis of producer organizations and identifying opportunities for harnessing resources for support functions. We highlight the important supporting social and institutional processes that are required for this to happen. These include getting acceptance and support from key stakeholders, developing a shared understanding, stakeholder ownership of the process, commitment from top leadership of POs and institutional structures to support the process. For the process to be actualized, we discuss mechanisms that need to be put in place.  相似文献   
9.
选取2001—2016年深沪两市主板上市公司为研究样本,实证检验财务重述对审计费用的影响。结果表明:财务重述与审计费用显著正相关,发生财务重述的公司审计费用显著高于没有财务重述的公司;发生财务重述的公司具有变更事务所和购买审计意见的动机倾向,行业竞争激烈加剧了事务所间的恶意竞争,事务所有可能蓄意降低审计费用招揽有财务重述的低端公司客户;由于声誉激励效应,声誉良好的大规模事务所对财务重述的公司所收取的审计费用显著升高,形成事务所竞争的“马太效应”。  相似文献   
10.
While research suggests a link between individuals' prior international experiences and their future participation in global work, we know little about how and the conditions under which this relationship occurs. Drawing on career motivation theory, we conceptualize global identity as a mediator between individuals' density of prior international experiences—defined as the extent to which time spent in culturally novel countries has provided individuals with developmental opportunities—and their global work aspirations, which in turn leads to their global work involvement. Further, this multi-stage mediation model holds mainly when individuals receive positive feedback regarding their intercultural competencies (i.e., cultural intelligence) from their peers. We test our model using a multi-wave multi-source dataset spanning 6 years. We discuss implications for the literatures on prior international experiences and global careers.  相似文献   
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