A hybrid multi-criteria decision making approach for strategic retail location investment: Application to Turkish food retailing

Retail location selection decision is a critical and complex process which requires the evaluation and aggregation of multiple criteria and also the usage of appropriate data related to them. This study handles the problem at a strategic level and proposes a Monte Carlo simulation based multi-criteria strategic location decision model for food retailing. This model integrates two multi-criteria decision making (MCDM) methods which are Hesitant Analytic Hierarchy Process (H-AHP) and Grey Relational Analysis (GRA) methods. Firstly, H-AHP method is used to obtain the weights of criteria to be used in GRA based on the experts' judgements. Secondly, simulation based GRA is used for ranking the alternative locations. Finally, the effectiveness and the applicability of the proposed model is illustrated with an application of strategic location investment decision of food retail stores in Turkey.     

A machine-learning based hybrid algorithm for strategic location of urban bundling hubs to support shared public transport

Quality & Quantity - The location problem of Bundling Hubs (BHs) remains a contentious issue for efficient shared transportation systems. In this respect, the strategic configuration of BHs...     

基于主客观决策信息一致化的组合赋权法

文章从客观的角度,提出一种综合主客观权重的组合权重确定法。该方法以主客观决策信息一致化为目标建立数学规划模型,通过求解该模型确定综合主客观权重的加权系数,并通过算例说明方法的有效性。     

银企共解中小企业融资难可行性途径研究——基于中小企业市场化资信机制下的专项扶持模式探讨

中小企业融资难在世界各国都很普遍，但由于其在GDP增长、就业问题及技术进步等方面不可替代的地位，世界各国政府都给予高度关注。长期以来，我国政府与社会各界对中小企业融资难的问题一直非常关注，尤其在研究银行等金融机构的支持力度上的争论也颇多，但融资“瓶颈”问题一直未能得到实质解决。在当前复杂的国内外形势下，探索中小企业专项型融资渠道，建立资金融通安全管理与监控机制，对促进社会稳定与国民经济增长的作用，显示出紧迫性。该文从中央与地方政府、金融机构与管理机构及社会各界三方面，探讨如何破解中小企业融资难问题，力求探索出可行性途径。     

Push and pull factors in medical employees' turnover decisions: the effect of a careerist approach and organizational benefits on the decision to leave the job

This paper aims at understanding the relative impact of 'careerist' attitudes and organizational benefits on prospective turnover decisions. We argue that the push/pull trade-off between careerist attitudes and organizational benefits in relation to turnover is occupation-specific. This is assessed by combining the sociological hypothesis of occupational 'market viability' and the organizational focus on opportunities. Testing this assertion, we examined turnover decisions for four occupational groups from eight medical institutions located in seven geographic areas. Initial results showed occupational variations in the weight given to 'careerist' versus organizational benefits in turnover decisions. Results from two logistic regression models suggest that organizational benefits, in contrast to a 'careerist' orientation to work, restrain occupation-specific turnover behaviour, even when controlling for the effect of perceived opportunities. These results are interpreted in terms of the 'market viability' hypothesis which stresses occupational variations in opportunities. Economic fluctuations for peripheral employees possessing general, rather than firm-specific skills may improve, rather than limit employment alternatives and hence enhance rather than constrain turnover decisions.