深水承台套箱施工技术要点及大体积混凝土的降温措施

随着我国公路、铁路桥梁的大量兴建,深水承台套箱也得到了越来越多的应用,其套箱主要有钢套箱和钢筋混凝土套箱两大类,本文主要针对深水承台钢套箱的施工工艺流程和技术要点以及大体积混凝土的降温措施等进行介绍.     

员工组织承诺水平变迁的横断历史元分析：2004~2014

为考察我国企业员工组织承诺水平随年代变迁的趋势特点及其社会影响因素，运用横断历史元分析方法，文章对2004~2014年间采用Allen和Meyer等人“组织承诺量表”的174篇研究报告共61266名企业员工进行分析。结果发现：（1）员工的情感承诺和规范承诺均值与年代正相关显著，持续承诺均值与年代相关不显著。（2）11年间员工情感承诺和规范承诺水平逐渐上升，金融危机后情感承诺水平上升显著。（3）5年前及当年的城镇化率、人均GDP和高校毕业生数量与情感承诺正相关显著，当年的CPI、GDP增长率和城镇失业率与之负相关显著；5年前的CPI、城镇化率、人均GDP、城镇失业率和高校毕业生数量与规范承诺正相关显著，当年的城镇化率、人均GDP与之正相关显著，GDP增长率与之负相关显著；当年的GDP增长率与持续承诺负相关显著。结果表明上述指标是影响员工组织承诺的重要社会因素。     

A relationship maintenance model: A comparison between managed health care and traditional fee-for-service

This article proposes and tests a model of the patient-physician relationship maintenance process. The model is based on constructs from social exchange theory and Rusbult's investment model. A patient's commitment to their relationship with their physician is conceptualized based on a three-component model of commitment. The three components of commitment (affective, continuance, and obligation commitment) are examined in an interpersonal setting. A general model of the patient-physician relationship maintenance process is first tested. Then the model is tested separately on a traditional fee-for-service subsample and a managed health care subsample (HMO, PPO). The results indicate that the relationship maintenance process is different in the traditional fee-for-service group than the managed health care group. Specifically, affective commitment is more important for traditional fee-for-service patients and satisfaction and continuance commitment are more important for managed health care patients.     

Transformational leadership and R&D workers' multiple commitments: Do justice and span of control matter?

This study examines how transformational leaders influence research and development (R&D) workers' commitment to their organizations and leaders. The study investigates the mediating role of organizational justice (i.e., procedural and interactional) based on social exchange theory and the moderating role of span of control in this relationship. In a sample of 445 Turkish R&D personnel, the study finds that transformational leadership significantly influences followers' organizational commitment partially through procedural justice and their supervisory commitment partially through interactional justice. Second, the findings reveal that transformational leaders boost perceptions of procedural justice and organizational commitment when the span of control is relatively narrow. Interestingly, when the span of control is large, transformational leadership has significant positive effects on supervisory commitment, but no significant effects on organizational commitment among R&D workers.     

在线品牌社群成员关系如何促进品牌忠诚——基于强弱连带整合的视角

文章从强弱连带整合的视角,探讨在线品牌社群成员强关系和弱关系数量对品牌忠诚的促进机制。借鉴社会资源理论的研究框架,基于品牌社群相关理论,本文提出了研究假设,并采用偏最小二乘法进行实证检验。结果显示：弱关系数量不会增强品牌社群信息价值和社群社交价值;强关系数量则对两种社群价值都有促进作用;品牌社群信息价值只能促进持续性社群承诺,而品牌社群社交价值会促进持续性社群承诺、情感性社群承诺和规范性社群承诺;情感性社群承诺和持续性社群承诺都会促进品牌忠诚,规范性社群承诺则不能。研究结论从连带强度的视角丰富了品牌社群理论,同时对在线品牌社群建设具有指导意义。     

Ethical ideologies,perceived gambling value,and gambling commitment: An Asian perspective

This study evaluates the relationship between ethical ideology and gambling commitment, and the moderating effect of perceived gambling value. Through a field survey of patrons of a leading Asia's gambling establishment, 382 usable responses were received. Data were analyzed using factor analysis and hierarchical multiple regression. The results show that ethical ideologies and perceived gambling value predict a significant amount of variance in gambling commitment. Specifically, idealism has a negative relationship with number of years of gambling and amount gambled. Relativism associates positively with number of years of gambling and amount gambled. Customer value negatively moderates the relationship between idealism and the two dimensions of commitment, and positively moderates the relationship between relativism and the commitment dimensions. Furthermore, idealism has a negative effect on perceived gambling value, and relativism has a positive effect on perceived gambling value.     

Is small business better than big business for marketing managers?

This survey of marketing managers compares small business firms with large ones in relation to explicit and implicit ethics institutionalization, quality of work life (QWL), job satisfaction, esprit de corps, and organizational commitment. The results reveal that large firms tend to have a higher degree of explicit ethics institutionalization than smaller firms but not in relation to implicit ethics institutionalization. The results also reveal that marketing managers in small firms report higher levels of job satisfaction, esprit de corps, and organizational commitment compared to marketing managers in large firms. The study findings also show that marketing managers in small firms report higher levels of overall QWL, particularly higher-order QWL than managers in large firms.     

Not walking the talk? How host country cultural orientations may buffer the damage of corporate values’ misalignment in multinational corporations

We argue that a perceived misalignment between a multinational corporation’s espoused values and how those values are lived in the subsidiary has detrimental effects on group outcomes, specifically groups’ affective organizational commitment. Using data from 1760 work groups in the foreign subsidiaries of a large European MNC, we find support to our hypotheses and show that when there is a misalignment between a particular espoused value and the lived value, and the value at stake is central to the value system of the country in which the subsidiary is located, the detrimental effect on the group’s outcomes is more pronounced.     

Relationship Commitment and Ethical Consumer Behavior in a Retail Setting: The Case of Receiving Too Much Change at the Checkout

In this study, we conducted two experiments to examine the effect of relationship commitment on the reaction of shoppers to receiving too much change, controlling for the amount of excess change. Hypotheses based on equity theory, opportunism and guilt were set up and tested. The first study showed that, when the less committed consumer is confronted with a large excess of change, he/she is less likely to report this mistake, compared with a small excess. Conversely, consumers with a high commitment towards the retailer are more likely to tell when they receive too much change, especially when the amount is large. The second experiment provided an explanation for these findings: the less committed consumer is driven by opportunism, whereas guilt-related feelings play an important role in a high commitment relationship. These results have several implications for both retail management and future research.     

‘An Examination of the Ethical Commitment of Professional Accountants to Auditor Independence’

This research explores the relationship between work context and professional ethics. Specifically, we analyze through an online survey of professional accountants the degree to which changing work conditions have altered individual accountants’ commitment to the core professional value of auditor independence. We argue that certain changes in the condition of work have made some categories of accountants more susceptible to the logic of commercialism rather than the logic of professionalism. We find general support for this argument. We observe that accountants working outside of public accounting have a higher commitment to independence than do accountants working in the context of public accounting firms. We further observe that accountants in large international accounting firms (i.e. the “Big Four”) report lower commitment to auditor independence than do others in public accounting. And we observe that older accountants report stronger commitment to auditor independence. One finding, however, contradicts our general thesis. We find that commitment to one’s client does not necessarily result in a loss of commitment to the core professional value of independence. We conclude that changes in the context of work have contributed to the demise of ethics among professional accountants and suggest that further research be done to elaborate the relationship between client commitment and independence commitment.     

Antecedents of organizational citizenship behaviours among part-time employees of service organizations in Korea

This study investigates the antecedents of organizational citizenship behaviours by using data consisting of 196 part-time instructors drawn from six sport centres in the Republic of Korea. The results of a structural equation analysis suggest that job satisfaction has a positive effect on organizational and occupational commitment, occupational satisfaction has a positive effect on organizational and occupational commitment, organizational commitment has a positive effect on organizational citizenship behaviours (OCBs) and a negative effect on turnover intentions, and turnover intentions has a negative effect on OCBs. The effect of occupational commitment on both turnover intentions and OCBs was not significant. This research addresses a number of important issues in the management of human resources (i.e. part-time workers) in service organizations; that is, this study examines how part-time employees' satisfaction and commitment with respect to their jobs, occupations or organizations are related to their OCBs; this relationship is arguably one the most important issues facing service organizations today.     

How Corporate Social Responsibility Influences Organizational Commitment

A growing number of studies have investigated the various dimensions of corporate social responsibility (CSR) in the literature. However, relatively few studies have considered its impacts on employees. The purpose of this study is to analyze how CSR affects the organizational commitment of employees based on the social identity theory (SIT). The proposed model was tested on a sample of 269 business professionals working in Turkey. The findings of the study revealed that CSR to social and non-social stakeholders, employees, and customers were the significant predictors of organizational commitment. However, there was no link between CSR to government and the commitment level of employees.     

The role of person and organizational variables in the three component model of occupational commitment

We add to the small number of studies that have used the Meyer, Allen, and Smith (1993) three component model to better understand occupational commitment. A series of demographic (age, education), dispositional (emotional intelligence), and organizational variables (human resources practices and perceived organizational support) were examined for their relationship to occupational commitment. Our relatively small set of variables, from 431 debt‐collection employees and their supervisors at 34 banks in Taiwan, accounted for substantial variance in each of the commitment facets. In the context of the entire set of variables, perceived organizational support was the strongest predictor across all three forms of occupational commitment. Other variables (e.g., age, emotional intelligence) were of predictive value for a subset of the components only. Copyright © 2013 ASAC. Published by John Wiley & Sons, Ltd.     

When do cooperation and commitment matter in a monetary union?

This paper offers a framework to study strategic interactions between private players, national fiscal authorities and a common central bank in monetary unions. We establish general conditions, in terms of restrictions on spillover effects of actions by private and public players, under which games that differ in the degree of cooperation and commitment can admit the same equilibrium outcome. We use these conditions to characterize benchmark results on the irrelevance of cooperation and commitment established in recent literature. Moreover, we show for a general setting, in which the benchmark results do not apply, that gains from fiscal cooperation depend on the number of countries and increase as this number gets larger.     

Modeling the relationship between perceived corporate citizenship and organizational commitment considering organizational trust as a moderator

This study proposes a research model based on social identity theory, which examines the moderating role of organizational trust on the relationship between corporate citizenship and organizational commitment. In the model, organizational commitment is positively influenced by organizational trust and four dimensions of perceived corporate citizenship, including economic, legal, ethical and discretionary citizenship. The model paths are hypothesized to be moderated by organizational trust. Empirical testing using a survey of personnel from 12 large firms confirms most of our hypothesized effects. Theoretical and managerial implications of our findings are discussed.     

Relationship and Market Conditions: Outcomes in Marketing Channels

Purpose: In today's highly competitive business environment, many organizations are tending to reduce the number of suppliers to focus on establishing stable and close relationships with a small number of them. The study here analyzes the influence of both market and relationship conditions on trust, commitment, and customer loyalty.

Methodology/Approach: Empirical research was conducted by collecting information from a sample of 304 retailers. A structural equations model is estimated.

Findings: Results support a positive influence of relationship value on trust and, in turn, on long-term orientation and commitment, with the latter as a strong antecedent of customer loyalty. In contrast, dependence on the main supplier does not seem to exert a significant effect on long-term orientation and commitment.

Originality/Value/Contribution: The evidence suggests that relationship conditions are important for creating value in B2B settings. Results shed additional light on the process of calculating, creating and claiming value.     

RETRACTED ARTICLE: Influence of restaurants' physical environments on emotion and behavioral intention

The purpose of this study is to add to the body of knowledge on customer loyalty in professional services in business-to-business markets. The authors build on the Industrial Marketing and Purchasing group constructs and relate them to affective commitment, relational benefits and, through these two, to customer loyalty. The results show that trust and social bonds positively influence affective commitment, while adaptation and knowledge transfers positively influence relational benefits. Although both affective commitment as a more emotional construct and relational benefits as a more rational construct positively influence customer loyalty, emotional motivation seems to be much stronger than rational motivation. Theoretical and managerial implications are discussed on the basis of the empirical findings.     

Radical innovation in (multi)family owned firms

By integrating organizational learning theory with the family firm literature, we seek to enhance our understanding of radical innovation in (multi)family-owned firms. We theorize that the goal diversity and path dependency that multifamily ownership creates negatively affects the positive relationship between knowledge integration and radical innovation. However, this is not the case for multifamily-owned firms in which family members embrace a commitment to change. We contend that commitment to change mitigates the negative moderating effect of multifamily ownership by ensuring the effective translation of integrated knowledge into radical innovation within the firm. Overall, our results highlight the complexity of radical innovation in (multi)family-owned firms as a product of the joint effect of knowledge integration, the number of unrelated owning families, and a commitment to change.     

Compensation disparity between locals and expatriates: Moderating the effects of perceived injustice in foreign multinationals in China

A large compensation gap exists between local and expatriate employees in foreign multinationals in China. A survey in the Suzhou area confirmed that local employees regarded their compensation vis-à-vis that of expatriates as unfair. Trustworthiness of expatriates by locals showed a stronger effect on their evaluation of expatriates than on their job satisfaction and organizational commitment, whereas perceived compensation received by locals showed the opposite pattern. Trustworthiness of expatriates moderated the negative effect of perceived distributive injustice on evaluation of expatriates, whereas perceived compensation moderated the relationships between perceived distributive injustice and job satisfaction as well as organizational commitment.     

Commitment Approach to Motivating Community Recycling: New Zealand Curbside Trial

An urban community in New Zealand was the site of a field experiment designed to assess different approaches to increasing household participation in a cnrbside recycling program. Two different commitment interventions were delivered using a 2 × 2 factorial design, and weekly participation data were collected over 12 weeks. Half of the households were asked to make an explicit verbal commitment to participate in the program, while half were not. Half of the households were also requested to pay for their recycling bins, while half received bins free of charge. All households received the same educational and promotional information, specifically designed to maximize participation, regarding program details. The verbal commitment intervention significantly increased participation relative to the no commitment intervention, while difficulties in the operationalization of the financial commitment intervention made it difficult to assess its validity as a construct. Notably, differences in participation rates between the control group, who received only educational and promotional materials, and the experimental treatment groups were not statistically significant. The discussion focuses oh the increasing importance of well-designed educational materials for encouraging voluntary curb-side recycling.