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This study focuses on customers' information-sharing behavior in the context of online brand advocacy behavior regarding hotel brands. We aim to explain hotel customers' online brand advocacy behavior through three-sided justice evaluations (i.e., justice for employees, justice for the self, and global belief in a just world), and their hotel satisfaction. Hypotheses are tested by using survey data acquired from 688 individuals on Amazon's Mechanical Turk (MTurk) through partial least squares structural equation modeling (PLS-SEM). The findings show that customers' perceptions of justice for the self positively affect their hotel satisfaction, perceptions of justice for employees and the global belief in a just world positively affect online brand advocacy behavior, and hotel satisfaction also positively affects online brand advocacy behavior. We expand current research efforts on online brand advocacy research and provide theoretical and managerial implications for the development of marketing and management research and practice. 相似文献
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南方丘陵区新增耕地质量空间特征研究*——以江西省宜春市为例 总被引:2,自引:0,他引:2
[目的]粮食安全的根本是在耕地,关键在于耕地质量。目前新增耕地主要源于土地开发项目、城乡建设用地增减挂钩土地复垦项目等,这些新增耕地需要对其开展耕地质量等别评定工作,了解新增耕地的质量状况,分析其空间特征,这对落实国家耕地保护制度、开展农村土地整治工作等具有重要作用。[方法]文章以南方典型丘陵区域——江西省宜春市作为研究区域,在新增耕地质量评价的基础上,运用地统计学、景观生态学、Arcgis空间分析技术和典型相关分析方法,研究宜春市新增耕地质量的空间特征,掌握耕地质量等别的分布规律,了解耕地质量的影响因素,为制定合理的耕地资源利用与保护政策提供依据。[结果](1)Moran′s I值结果表明宜春市2014年新增耕地利用质量在空间分布上的空间自相关性最强,而耕地自然质量空间自相关性最弱。(2)景观破碎度指数结果表明优、高等别的新增耕地质量破碎度大于中、低等别的; 多样性指数结果表明新增耕地质量多样性指数比较大; 优势度指数结果表明新增耕地质量等别优势度指数比较小,与多样性指数结果相呼应; 均匀度指数结果表明,新增耕地质量等别均匀度指数相差不大,新增耕地质量等别比较均匀。(3)质心结果表明2013—2014年间宜春市新增耕地质量的格局整体上是向西南方向变化。[结论]宜春市新增耕地质量不高; 新增耕地的利用水平差异性较小,自然本底状况差异较大; 新增耕地质量等别类型多,各质量等别类型耕地均有增加,耕地质量参差不齐,较高等地的新增耕地相对低等地而言更破碎化; 新增耕地的开发格局向着西南方向移动; 该研究为南方丘陵区的新增耕地保护提供了一定的参考依据。 相似文献
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Environmental Policy,Sustainable Development,Governance Mechanisms and Environmental Performance 下载免费PDF全文
We investigate the effects of environmental policy (Climate Change Act – CCA), sustainable development frameworks (Global Reporting Initiative – GRI; UN Global Compact – UNGC) and corporate governance (CG) mechanisms on environmental performance (carbon reduction initiatives – CRIs; actual carbon performance – GHG emissions) of UK listed firms. We use the generalized method of moments (GMM) estimation technique to analyse data consisting of 2245 UK firm‐year observations over the 2002–2014 period. First, we find that the CCA has a positive effect on CRIs, and this effect is stronger in better‐governed firms. Second, we find that the GRI‐based framework is positively associated with CRIs. Third, we find that firms with poor CG structures have lower actual carbon performance compared with their better‐governed counterparts. Overall, our evidence suggests that firms can symbolically conform to environmental policy (CCA) and sustainable development frameworks (GRI, UNGC) by engaging in CRIs without necessarily improving actual environmental performance (GHG emissions) substantively. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment 相似文献
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ABSTRACTThe aviation e-service system is an important part of support for business communication in regions covered by Belt and Road initiative. In exploring the role of airline companies in this system, we examine the structure of the network, which consists of airlines interconnections based on small data of individual attributes of aviation companies in aviation e-services, and study these interconnections across different groups using block modeling. The heuristic solution of airline companies in development of international communication and cooperation is further discussed. Among our policy implications for global managers, we suggest the enhancement of cross-regional cooperation among airlines. 相似文献
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Catapults(弹射中心)作为一种新型研发组织形式,在英国创新发展战略的实施中扮演着重要角色。精准的组织功能定位、高效的组织管理运作模式和紧密的网络化组织关系,是Catapults组织管理模式创新的重要三大重要内容。为我国新型研发机构的培育和发展提供了良好的参考样本。 相似文献
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中国的互联网金融经历了一个先创新发展后监管规制的过程,本文通过对网络借贷行业的实证研究,分析监管规则的出台实施对新型互联网融资市场有效性的影响。实证结果表明,网络借贷平台资金的银行存管、持有ICP证等强制性规定缓解了投资者、平台企业与借款人之间的信息不对称,对克服早期平台间通过竞相承诺高回报率来吸引投资者导致的“柠檬市场”问题、对解决网贷市场上缺乏平台风险性高低有效信号的问题都起到了正向作用,有助于互联网融资市场的有效性提高。 相似文献
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The rapid industrialization and growth across the world have fostered the consumption of luxury fashion brands. Electronic word-of- mouth on social media (eWOM) is fast becoming an effective and germane strategy to engage luxury consumers through posting pictures, sharing reviews, and communicating information on platforms like Facebook, Instagram, and TikTok. Extant research has not examined the antecedents and drivers that lead to eWOM behavior. We leverage self-congruity theory and through its focal lens, our study addresses this research gap through a survey conducted with 453 consumers in Mexico, Latin America's fastest growing market. Our results indicate that need for status, susceptibility to normative influence, and luxury brand involvement, moderated by authentic pride and social media influencers lead to eWOM behavior on social media. We also demonstrate that luxury brand involvement and susceptibility to normative influence mediate the relationship between need for status and eWOM behavior on social media. The study provides important implications to managers and researchers by suggesting long-term actionable strategies for growth that can help luxury firms develop a sustainable competitive advantage over rivals and competitors. 相似文献
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Joseph A. Schmidt Chelsea R. Willness David A. Jones Joshua S. Bourdage 《International Journal of Human Resource Management》2018,29(3):571-594
We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work. 相似文献