Breaking the cycle of marketing disinvestment: using market research to build organisational alliances

Many marketers find their programmes fall victim to disinvestment, both financial and psychological. While most marketers are avid students of consumer psychology, they tend to overlook the dynamics of organisational psychology, just as the literature on market orientation often fails to emphasise the organisational identity politics and power struggles that frustrate marketing. Discussions of market orientation focus on leadership and team‐building issues, favouring highly visible cases of organisational success at the expense of analysing common factors in marketing failure, many of them grounded in organisational psychology. Allied with knowledge of organisational epistemology, market research can be used as a critical resource in marketers' internal marketing programmes to strengthen market orientation. Ongoing collaborative market research can build positive organisational alliances that contribute to the internal support needed to sustain a successful marketing programme. Copyright © 2001 Henry Stewart Publications     

南京河西:有“巢”难招“凤”

CBD的全称是Central Business District,即中央商务区,一般来讲,写字楼要占到该区域总建筑面积的50%,商业、餐饮业及商住建筑约占40%,其他服务设施及必要的配套设施约占10%。中国一些城市的CBD常常以开发住宅物业和商业地产来启动。但是,这是一种在政策和商     

从农田到市场——美国食品经销业扫描

简要介绍了美国食品的经销过程,即从农田到加工,从食品配送到超级市场,运用各类交通工具非常迅速的到达消费者手中。     

HR,perceived organisational support and organisational identification: an analysis after organisational formation

Academic research has rarely investigated the role that people management plays in encouraging employees to identify with their employing organisation. This article reports on a study investigating the role that employee perceptions of the HR environment plays in encouraging organisational identification and the importance of perceived organisational support in this relationship. Two research surveys are discussed, one carried out shortly after the formation of the new organisation within the UK National Health Service, and one is a replication study undertaken 13 months later. The results show that key HR‐related factors predict organisational identification; this effect is both direct and indirect through perceptions of organisational support. The findings also demonstrate that, as the organisation matures, there are some interesting changes in which aspects of the HR environment predict identification and perceptions of organisational support.     

城市经营中的市场失灵和政府"失灵"

城市经营是目前理论界的一个热门课题.然而,目前关于城市经营的研究探讨,主要集中在城市经营的内涵、内容、经营对象以及经营模式等方面,对于城市经营中政府和市场的关系问题则涉及较少.在明确城市经营内涵的基础上,讨论了城市经营中政府和市场所存在的缺陷,并提出了相应的改善措施.     

From market shares to consumer types: Duality in differentiated product demand estimation

A widely applied method for differentiated product demand estimation, introduced by Berry, Levinsohn and Pakes in 1995, is founded on matching observed and theoretical market shares of products. In this paper, we allow for discrete consumer tastes and derive an equivalent matching occurring in the consumer type space. The equivalence between the two formulations expresses a duality between market shares and consumer types. In applications where a large number of products and a small number of consumer types is natural, the dual formulation introduced in this paper is computationally more efficient than the primal. Indeed, simulation exercises show that the dual method can be significantly faster. Copyright © 2010 John Wiley & Sons, Ltd.     

From mind to market: A global,dynamic analysis of R&D

Existing models of R&D are not easily reconciled with four observable aspects of R&D: initial technologies (ideas) need to be developed further, only a minority of initial ideas are successfully brought to the market, production and process innovations take place simultaneously (whereby, initially, there is no production at all), and process innovations are implemented for technologies that are destined to leave the market. We present a detailed bifurcation analysis for a dynamic model of R&D that captures these observations in one, unifying framework. As we provide a global analysis, we do not limit initial technologies to carry marginal costs that are below the choke price. We show that there always exists a critical value of initial marginal cost above which the firm does not initiate any (R&D) activity; the path to the saddle-point steady state is never globally optimal. We also sketch some tentative policy implications of our analysis.     

From market to hierarchy: An empirical assessment of a supply chain governance typology

This study performs an empirical assessment of the highly influential supply chain governance typology put forth in Gereffi et al. (2005). In spite of the influence this Global Value Chain (or GVC) Typology has had, there have been few (if any) attempts to empirically assess its alignment with real-world supply chain structures and to establish a baseline for its predictive utility. The GVC Typology is assessed for face and nomological validity through testing of its key dimensions in relation to purchasing-logistics integration and supplier performance measures, using an information-processing theory framework. The GVC Typology appears to have considerable face validity as actual supply chain governance structures aligned well with those it proposes. It also has reasonable predictive power with regards to governance dimensions and integration, and in some connections between governance types, integration, and supplier performance. This study provides researchers with the tools to move this typology beyond the “conceptual” stage in their work, allowing for holistic and higher-level assessments of supply chain governance structures and changes. It may also help researchers and managers to consider when and to what extent purchasing-logistics integration should be fostered.     

From plan to market: financial statements and economic transition in the East German enterprise

This article examines the changing role of financial accounting in the former East Germany as that country underwent the transition from a centrally planned to a market-driven economy. The German government's insistence on a sales model of privatization in preference to some form of mass privatization, combined with legal requirements to make up equity shortfalls in eastern German enterprises, resulted in a highly centralized and interventionist approach to accounting change. The article reviews and analyses the historical, technical, economic and political aspects of this change process.     

Predicting pro‐change behaviour: the role of perceived organisational justice and organisational identification

This study sets out to determine some of the key factors that foster employees’ behavioural support for change management interventions. Specifically, we examine the relationships between organisational justice, organisational identification and employees’ pro‐change behaviour by analysing questionnaire‐based survey data from 137 market research employees. Full structural equation modelling results indicate that out of the four main organisational justice types, only interpersonal justice perceptions play a significant role in predicting pro‐change behaviour after controlling for same source bias effects. In particular, the relationship between interpersonal justice and pro‐change behaviour is partially mediated by organisational identification. The results additionally indicate that age is positively associated with pro‐change behaviour and tenure with organisational identification. The study as such indicates that while perceptions of fair treatment based on respectful and courteous interactions are important in encouraging employees’ behavioural engagement in change management interventions, key in this process is the role that they play in encouraging identification with the employing organisation.     

Talent management and organisational justice: employee reactions to high potential identification

We examined how perceived distributive and procedural justice affected the relationship between an employee's identification as a high potential (drawn from archival data), job satisfaction and work effort. A questionnaire was distributed within one large company among employees who were and employees who were not identified as a high potential (n = 203). The results indicated that perceptions of distributive justice were significantly higher for employees identified as a high potential. Moreover, perceived distributive justice fully mediated the relationship between an employee's identification and his or her level of job satisfaction. The results also revealed that perceptions of procedural justice moderated the relationship between perceived distributive justice and work effort. Theoretical and practical consequences of these findings are discussed.     

How organisational image affects employee attitudes

Organisational image has mostly been studied using an external perspective focused on strategy and marketing issues. Given its salience in employees' symbolic environment, however, image may also have internal as well as external consequences. Yet, the potential impact of image on internal HR aspects has received only pminimal interest from researchers. This article presents the results of a study that explored the impact of perceived external prestige (PEP) on three individual outcomes: job satisfaction, affective organisational commitment and affective well‐being at work. It is based on a survey of 527 French managers. The findings show that all individual outcomes are related to PEP. Moreover, it was found that the impact of corporate image on some of the outcomes was stronger for individuals working in sales/marketing than for other employees.     

Using enterprise architecture to analyse how organisational structure impact motivation and learning

When technology, environment, or strategies change, organisations need to adjust their structures accordingly. These structural changes do not always enhance the organisational performance as intended partly because organisational developers do not understand the consequences of structural changes in performance. This article presents a model-based analysis framework for quantitative analysis of the effect of organisational structure on organisation performance in terms of employee motivation and learning. The model is based on Mintzberg’s work on organisational structure. The quantitative analysis is formalised using the Object Constraint Language (OCL) and the Unified Modelling Language (UML) and implemented in an enterprise architecture tool.     

An empirical approach to the organisational determinants of spin-off creation in European universities

Given the importance in recent years of the phenomenon of academic entrepreneurship in European universities, knowledge about determinants and performance of this technology transfer mechanism may have important managerial and policy implications. Applying the resource-based view at universities, we have tested the influence of five bundles of resources and capabilities on spin-off activity rates as well as on the performance of new spin-offs in a sample of seven European universities. These five bundles are: technology transfer policies and strategies; human capital; stock of technology; resources and capabilities of technology transfer offices; and support measures for academic entrepreneurship. Our results show that excellence of human capital and the presence of university-based financial support measures are strongly associated with both spin-off activity and performance. Another interesting finding is related to the availability of university-based non-economic support measures (training, counselling, etc.), which have no influence on spin-off activity but are significantly associated with performance of new spin-offs. We also discuss some interesting relationships between explanatory variables.     

Training and organisational performance: A meta‐analysis of temporal,institutional and organisational context moderators

Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship.     

Privilege in place: How organisational practices contribute to meshing privilege in place

Studies of social difference have often focused on segregation and oppression, leaving out the ‘up -side of discrimination’: privilege. Privilege is the unrecognised advantage positioning certain people in a favoured state and systematically conferring power on groups of people in specific contexts. Privilege is also situated: it accumulates in place. Building on processual understanding of space and place, the purpose of this paper is to add to our understanding of processes of privilege accumulation in place by exploring the relationship between privilege and place when both are considered processes rather than entities. Building on Doreen Massey’s work (2005, 2011) for analysing an empirical case, Nordic Outdoor, the article shows that privilege can be understood as meshed in place: privilege accumulates in the same process of configuring trajectories that gives shape to the place in which privilege emerges. Mobilising the concept of place, trajectories and power geometries enables us to direct our attention to constructions of convergence. These concepts are thus not only helpful in studying privilege and power, but they also allow us to treat privilege accumulation as sociomaterial process, taking form locally as the throwntogetherness of a place is negotiated, but also related to many other places and times.