我国零售企业信息化建设存在的问题及对策

实现零售业的信息化已成为我国零售业提升综合竞争力的必然选择，是实现管理创新的有效途径，是零售企业生存和发展的命脉关键。本文分析了目前我国零售企业信息化建设过程中在认识、建设、运作三方面存在的问题及原因．探求相应的解决方法和建议。     

我国零售业内部控制管理原则和需注意的问题研究

随着全球经济一体化进程的加快,我国零售业迎来了发展的春天。但是,面对市场竞争的日益激烈、顾客对商品需求的变化也为零售业的发展带来了挑战。内部控制是现代企业解决诸多潜在问题的有效方法。为了更好地适应瞬息万变的内外部环境,零售业必须加强内部控制才能实现优化业务流程、降低成本、获得竞争优势。本文将以手机通信行业为例来探讨我国零售业在内部控制管理方面应注意的问题。     

零售商逆向渠道控制的成因与对策

目前．激烈的市场竞争，已使单个零售商之间的竞争演变为以整个供应链的竞争为核心的整体竞争阶段。零售商通过实施逆向渠道控制，实现对整个供应链的资源整合，从而更好的满足消费者的最新需求动态．是其在竞争中取胜的重要战略取向．也是零售业发展的总趋势。     

试论我国在线零售成功的十大要素

在线零售作为一种新的商务模式，使得传统的交易方式、企业的经营形式和消费者的消费习惯产生一个全新的改变。但从目前形势来看，我国再线零售业既迎来了机遇，又面临着挑战。准确把握我国在线零售现状，正确分析并归纳我国在线零售成功的十大关键要素，用现代信息技术武装我国的零售业，是我国零售业赶上世界先进水平的必由之路。     

浅析我国网络零售业的远程物流配送服务——以当当网和卓越网为例

物流配送在电子商务企业开展与运作中的地位越来越突出，特别是在网络零售业中，物流配送是企业与客户联系的桥梁。随着网络零售业市场的拓展，消费者出现分散性和广域性，因此，远程物流配送问题越来越突出，而目前远程物流配送的服务与水平是制约网络零售业进一步发展的瓶颈。本文主要以卓越网和当当网为实例，综合分析了远程物流配送体系结构、配送策略及服务水平，在此基础上提出了我国网络零售业的远程物流配送服务的发展方向。     

网络时代传统零售业的战略选择

信息技术尤其是网络技术已日渐渗透到人们生活、工作的每一角落，并引发了相应领域的变革。网络技术与零售业的结合是产生了一种新的业态——网上商城（店），它使传统零售业（百货店、超级市场、专卖店、折扣店、便利店和减价商店等）面临着严竣的挑战。 一、网络对传统零售业的挑战 零售业业态是指按照区别化市场定位形成的不同的零售店铺的组织形式，如百货店、专业商店等等。业态变迁是指突破传统业种模式，按满足消费者某种需求而设定新形式的商店，且这种新组织形式最终将在各业态中占主导地位。诠释业态变迁的理论较多，著名的有“零…     

我国连锁零售业物流配送中心发展研究

连锁零售业的经营特点是品种多、批量小、交易频繁和需求变化大,这就要求物流系统能根据消费需求把商品及时配送到各销售点,以满足消费者的需求。本文从连锁零售业物流配送的特点出发,分析了配送中心在其经营中的作用和地位,同时对三种物流配送模式进行了比较,并针对国内连锁零售业在建立、运作配送中心时将会面临的困难和问题提出了对策和建议。     

连锁超市的低成本领先战略

2002年，零售业巨鳄沃尔玛被评选为《财富》“全球500强”之首，其“天天平价”的品牌形象深入人心。上世纪90年代，上海连锁超市如雨后春笋般涌现，也正是迎合了顾客对商品“价廉物美”的消费需求。通过对沃尔玛成功经验和上海连锁超市发展现状的思考，笔者认为，连锁超市应该通过规模经营实现“低成本领先”，并提出规模化经营必须解决的两个问题。     

提升连锁零售业品类管理实施效果的对策研究

品类管理是一种成熟的供应链商品管理战略，对连锁零售企业管理技术的提高和盈利能力的提升具有无可替代的作用。本文分析了我国连锁零售业品类管理发展状况，剖析了零售业品类管理中存在的问题，并提出了相应的对策。     

零售业库存分布模型及分区配送算法研究

根据目前零售业的实际，提出一个配送中心多个零售点的库存分布模型，并采用逐步迭代逼近的方法，求出系统最佳订货量。与此同时，提出了一种改进分区配送算法。     

Assessing Ricardian Equivalence

This paper reviews the literature on Ricardian equivalence. This hypothesis may be interpreted as a generalization to the short and the long run of the theories that put no weight on the real effects of public policies on aggregate demand. We argue that Ricardian equivalence relies on both the permanent income hypothesis and the fulfillment of the intertemporal government budget constraint. The theoretical literature emphasizes several reasons for departures from this hypothesis. However, the empirical literature is inconclusive. When Ricardian equivalence is tested in a life–cycle framework the hypothesis is usually rejected, while when the empirical analysis is based on optimizing models, it is usually accepted.     

Organization‐Based Self‐Esteem,Psychological Contract Fulfillment,and Perceived Employment Opportunities: A Test of Self‐Regulatory Theory

This study addresses organization‐based self‐esteem (OBSE) development by examining the role of perceptions of employer psychological contract fulfillment, and the self‐regulatory processes by which OBSE evolves and produces its effects. Self‐regulatory theory helps reveal why psychological contract fulfillment relates to OBSE, how OBSE mediates its effects, and the ways in which OBSE might interact with perceived employment opportunities to affect job satisfaction, performance, and turnover intentions. The results show that OBSE is related to and mediates the relationships between relational contract fulfillment and employee job satisfaction and performance, but OBSE is not related to transactional contract fulfillment. Nor does OBSE mediate the relationships between transactional contract fulfillment and the dependent variables. Perceived employment opportunities moderate the relationships of OBSE with job satisfaction and turnover intentions. This study concludes with recommendations of ways managers can increase their sensitivity to the types of messages they communicate to employees. © 2014 Wiley Periodicals, Inc.     

Ideological currency in psychological contracts: the role of team relationships in a reciprocity perspective

This study focused on the role of ideology in psychological contracts, which has been a neglected theme in psychological contract research. A study among Dutch middle managers in education revealed that ideological psychological contract fulfillment explained additional variance in relation to employee obligations toward the organization. Moreover, it was found that team relationships moderated the relations between some aspects of employer contract fulfillment and employee obligations, but no significant interactions were found between employer ideological fulfillment and team relationships in relation to employee obligations.     

One job,one deal…or not: do generations respond differently to psychological contract fulfillment?

This paper investigates generational differences in the relations between psychological contract fulfillment and work attitudes. Data were collected from a sample of 909 employees in the Dutch service sector. Structural equation modeling analyses were used to test the moderating effects of generational differences on the influence of psychological contract fulfillment on affective commitment and turnover intention. The relationship between psychological contract fulfillment and these work outcomes was moderated by generational differences. Furthermore, results indicate that different generations respond differently to different aspects of psychological contract fulfillment, such as career development, job content, organizational policies, social atmosphere and rewards. The study provides evidence that generational differences impact the reciprocal relationship between employer and employee. Results from this study suggest that Baby Boomers and Generation X may be more motivated by social atmosphere, whereas Generation Y may be more motivated by job content and career development. Fair organizational policies are particularly motivating to Generation X, and providing rewards, though more important to Generation Y, seem mostly unrelated to work outcomes. This article is the first to study the moderation of generational differences in the relationships between psychological contract fulfillment and work outcomes.     

Creating consumer durable retailer customer loyalty through order fulfillment service operations

Manufacturers now find themselves in the position of finding new ways to remain competitive in the era of retail power. The onus rests on the manufacturer's ability to implement operational strategies that help the retailer achieve its objectives. Specifically, manufacturers that establish successful order fulfillment service can affect retailer loyalty. The overarching goal of this research, therefore, is to examine the importance to operations managers of understanding the order fulfillment needs and expectations of their retail customers and to establish the value-added role that operations management plays in developing retailer loyalty. Empirical evidence is provided on the relationships between relational order fulfillment service, operational order fulfillment service, satisfaction, affective commitment, purchase behavior, and loyalty. Such evidence not only focuses on the strategic importance of the OM discipline in manufacturer–retailer relationships, but also extends previous OM theory by taking a more complex view of the loyalty phenomenon.     

Inducements,contributions, and fulfillment in new employee psychological contracts

This longitudinal study of newly hired Chinese college graduates (N = 143) investigates the effects of contract fulfillment, employee reports of company inducements (organizational support and job rewards), and supervisory reports of individual contributions (job performance and extra‐role citizenship behavior) upon changes in the graduates' psychological contracts. Three survey waves were administered a year apart, starting with the recruits' job offer acceptance. Analyses revealed that employee fulfillment and perceived contributions predicted particular changes in employer psychological contract obligations, whereas employer fulfillment and perceived inducements predicted changes in employee obligations. The effects of inducements on employee obligation changes and contributions on employer obligation changes were mediated by their respective fulfillment measures. Changes in obligations were greater in the first year of employment than in the second. This study yields implications for managing newcomers and researching the initial phase of employment. ©2011 Wiley Periodicals, Inc.     

消费者视角下江苏医药企业履行社会责任满意度研究

从消费者视角出发,通过对江苏12家公立医院的300名消费者的实地调研,对江苏医药企业消费者社会责任履行的满意度的调研结果进行因子分析,并根据分析结论提出针对性的建议,以促进江苏医药企业更好的履行社会责任。     

Using announcement options in the bid construction phase for disaster relief procurement

This paper presents an analysis of the bid construction phase of procurement auctions in disaster relief and humanitarian logistics. Substitution and partial fulfillment options are presented in formulations to allow bidders with fewer inventories to offer substitute item types and partial bids in auctions. During the auction announcement phase, a coordinating platform for disaster locations (i.e., auctioneer) allows substitution and partial fulfillment options to the relief suppliers (i.e., bidders) when acceptable. Thus, suppliers with fewer inventories can offer substitute item types and participate in more auctions by partially bidding. A genetic algorithm, a simulated annealing algorithm and an integer program are used for the analysis of the bid construction phase with different announcement options. Heuristic solution techniques and an IP formulation help understand the dynamics of the bid construction problem. It is shown that the addition of substitution and partial fulfillment options is essential to diversify and increase the usable capacity of the supplier base. Additionally, the partial fulfillment option enables better usage of supplier inventories in an environment with scarce supplies.     

A social exchange theory framework for understanding the job characteristics–job outcomes relationship: the mediating role of psychological contract fulfillment

This study integrated the Job Demands-Resources (JD-R) model and concept of psychological contract fulfillment into a social exchange theory process framework to improve our understanding how and when job characteristics interact to influence job outcomes. Using survey data (n = 334), we found evidence to support our hypothesized relationships between job characteristics (job demands and job resources) and job outcomes (job satisfaction and organizational commitment); and the mediating role of psychological contract fulfillment (transactional and relational), such that when job resources (job control and support) were high, the negative effects of high job demands on psychological contract fulfillment were attenuated. Theoretical and managerial implications are discussed.     

You care about me,but can I count on you? Applying a psychological contract perspective to investigate what makes employees willing to be internally employable

Abstract

For this study, we adopted a psychological contract-based perspective to investigate whether the fulfillment of perceived developmental promises made to employees is positively related to their willingness to accept internal job-related changes when needed by the organization, a construct we refer to as the willingness to be internally employable. We also examined the role played by line managers in facilitating employees’ willingness to be internally employable by fulfilling perceived developmental promises. We tested our conceptual model with data collected from ninety-eight recently hired employees in a Norwegian organization under an initiative emphasizing employee development. We found that developmental promise fulfillment is more important for employees’ willingness to be internally employable in this context than any perceived provision of developmental inducements in isolation. Further, we found that employee perceptions of the developmental support provided by their line manager related positively to their willingness to be internally employable by way of developmental promise fulfillment; however, this was not the case with perceived developmental inducements. Our findings support the importance of developmental promise fulfillment in fostering employee willingness to be internally employable and the critical role played by line managers in fulfilling developmental promises that employees believe have been made by their organization.