服务接触对品牌来源国刻板印象的影响

本文通过现场实验方法 ,在酒店服务场景下从外显与内隐两个方面探讨了服务品牌来源国刻板印象的表现,以及服务接触对外显印象和内隐印象的双向调节作用。结果表明:服务品牌来源国外显刻板印象表现为本土服务品牌在性价比印象上优于外国品牌,但在美誉度印象和质量印象上弱于外国服务品牌,在知名度印象和服务印象上二者并无显著差异;服务品牌来源国内隐刻板印象表现为本土服务品牌优于外国服务品牌;高接触服务能够改变全服务产品的外显品牌来源国刻板印象,低接触服务能够改变有限服务产品的外显品牌来源国刻板印象;高接触服务和低接触服务均无法使消费者对本土品牌产生更强的正向内隐品牌来源国刻板印象。本文还针对不同服务产品类别提出了相应的建议。     

浅议经营分析结论对企业决策的影响

企业实行科学管理,离不开经营分析,准确的分析结论能发挥正能量的作用,对企业科学决策至关重要。     

浅析项目财务分析对投融资决策的影响

本文主要就项目财务分析对投融资决策的影响进行阐述,首先介绍了项目财务分析的概念及内容,提出了投融资决策过程中项目财务分析的绝对必要性,概述了项目财务分析对投融资决策具有的影响,最后提出了各项财务分析应用应注意的问题.     

简述项目财务分析对国有企业投融资决策的影响

国有企业在市场经济中具有重要地位,是投融资项目的主要参与主体之一,国有企业兼具商业性质与公益性质,其经营过程中不仅要实现国有资产的保值增值,更要发挥国家经济调节的作用。国有企业投融资决策离不开项目财务分析的支撑,以确保决策的有效性。本文浅析了国有企业投融资决策以及财务分析的重要性,论述了项目财务分析的主要内容与方法,通过某企业财务数据分析举例说明了投融资决策项目分析的主要内容,以供借鉴。     

决策策略对审计判断偏误的时近效应影响分析

针对决策策略是否会影响审计判断偏误时近效应的问题,本文在结合行为决策学相关理论的基础上,运用实验的方法探究影响时近效应的因素。为了增强实验的科学性,分别选取两个复杂程度不同的案例进行实验,通过对相关数据进行描述性统计和协方差分析,最终得出以下结论:其一,就简单任务而言,时近效应不受经验高低以及决策策略的影响;其二,就复杂任务而言,审计判断偏误的时近效应不仅受决策策略的影响,同时也受经验以及决策策略的相互影响。     

真实型领导对员工沉默的影响:基于组织政治知觉的调节作用

在信息化社会中,员工的沉默行为阻碍了组织内的有效沟通,影响决策质量和组织的健康发展。本文通过大样本的问卷调查,对83家企业的574名员工及其144名直接主管的配对数据进行分析,研究发现:真实型领导对员工默许性沉默和防御性沉默行为具有显著的负向影响;员工的组织政治知觉对真实型领导与员工默许性沉默和防御性沉默之间的关系产生调节作用。因此,为了最大限度地降低员工的沉默行为,本文提出树立真实型领导风格、构建规范的组织制度、进行诚信培训等建议。     

资本结构对企业价值影响的Meta分析:基于所有权的调节作用

资本结构与企业价值之间的关系一直是学术界关注的焦点问题之一。文章主要从股权集中度和管理层持股两个维度,探究所有权是否具有对债务与企业价值关系的调节作用。在对主要学术文献数据库中有关企业资本结构与企业价值相关性研究的相关文献进行系统检索与汇总分析的基础上,利用Meta统计学方法进行了定量的综合分析,通过随机效应Meta回归分析探究所有权是否是影响资本结构对企业价值关系的异质性来源。研究结果显示,债务对企业价值存在较为显著的消极影响;股权集中度和管理层持股在调节资本结构与企业价值的关系上起到了核心的作用,减轻了债务对公司价值的不利影响;同时,所有权具备调节作用,表明所有权存在对债务的一种补充作用,所有权和债务之间的互补性特征,建议我们需要共同研究这两个变量在公司内部治理机制的相互依存作用。     

新劳动合同法实施对企业雇佣决策影响的经济学分析

新劳动合同法由中华人民共和国第十届全国人民代表大会常务委员会第二十八次会议于2007年6月29日通过,自2008年1月1日起施行。新劳动合同法在劳动合同的适用主体和范围、劳动合同的内容要求、劳动合同双方签订时的责任和义务都做出了详细的规定,但引起雇佣关系双方关注的条款主要集中在劳动合同签订的期限以及相应的企业做出解除劳动合同时的经济补偿金问题（第十四条、第四十六条）。由于雇佣期限和解约成本都是企业做出雇佣决策必须考虑的限制条件,     

The Effects of Incentive Mechanism on Knowledge Management Performance in China: The Moderating Role of Knowledge Attributes

Knowledge management of a new product development project team is critical for a firm's competitive advantage, and incentive mechanism is one of the most effective knowledge management drives. In this paper, we examined the effects of non‐financial incentive and team‐based financial incentive on knowledge management performance in China and identified the moderating effects of knowledge attributes (codifiability and teachability). Our findings indicate that non‐financial incentive and team‐based financial incentive have positive effects on knowledge management performance. Codifiability and teachability enhance the team‐based financial incentive–knowledge management performance relationship. Finally, implications for research and practice are discussed.     

员工角色压力对工作满意感的影响:组织氛围的调节效应

本文作者对52个旅游企业121个部门1594名员工进行了一次实证研究.多层次线性模型分析结果表明,员工的角色模糊对工作满意感有显著的负向影响,部门的支持型领导氛围部分中介了企业的支持型领导氛围对员工工作满意感的正向影响,员工的心理受权部分中介了部门的心理受权氛围对员工工作满意感的正向影响.此外,企业的支持型领导氛围既会调节部门的心理受权氛围对员工工作满意感的影响,又会调节员工的角色模糊对员工工作满意感的影响,企业的员工服务行为评估氛围则会调节员工的角色冲突对他们的工作满意感的影响.     

The Moderating Impact of Family Role Configurations

This study examines the impact of across domain social support, work-family conflict (WFC) and job satisfaction, and explores the influence of family role allocations among these relationships. Family roles include breadwinner and caregiver. Direct effects were found for two types of support and both WFC and job satisfaction. Additionally, results provided some evidence that family roles moderated the support-outcome relationship, particularly for caregivers. The research and practical implications, as well as limitations of this study are discussed.     

角色清晰对员工敬业度的影响研究:一个被中介的调节模型

本研究从工作角色认知的视角,探究了角色清晰对员工敬业度的影响及其作用机制和边界条件.本文采取了两轮匹配的取样程序,以苏南地区服务业和制造业的613名员工为研究对象展开了实证研究.研究发现,角色清晰对员工敬业度有显著的正向影响,积极情绪在角色清晰与员工敬业度之间起部分中介作用.角色清晰与积极情绪的关系还受到领导成员交换的正向调节,进而对员工敬业度产生影响.文章还讨论了研究结果的意义和未来研究.     

Management Innovation and Leadership: The Moderating Role of Organizational Size

Recent research on management innovation, i.e. new managerial processes, practices, or structures that change the nature of managerial work, suggests it can be an important source of competitive advantage. In this study, we focus on management innovation at the organization level and investigate the role of leadership behaviour as a key antecedent. Due to its prominent role within organizations, top management has the ability to greatly influence management innovation. In particular, we focus on leadership behaviour and examine transformational and transactional leadership. Additionally, as contextual variables like organizational size may influence the impact of leadership, we investigate its moderating role. Findings show that both leadership behaviours contribute to management innovation. Interestingly, our study indicates that smaller, less complex, organizations benefit more from transactional leadership in realizing management innovation. On the other hand, larger organizations need to draw on transformational leaders to compensate for their complexity and allow management innovation to flourish.     

The Role of Coordination Bias in Platform Competition

This paper considers platform competition in a two‐sided market that includes buyers and sellers. One of the platforms benefits from a favorable coordination bias in the market, in that for this platform it is less costly than for the other platform to convince customers that the two sides will coordinate on joining it. We find that the degree of the coordination bias affects the platform's decision regarding the business model (i.e., whether to subsidize buyers or sellers), the access fees, and the size of the platform. A slight increase in the coordination bias may induce the advantaged platform to switch from subsidizing sellers to subsidizing buyers, or induce the disadvantaged platform to switch from subsidizing buyers to subsidizing sellers. Moreover, in such a case the advantaged platform switches from oversupplying to undersupplying sellers, and the disadvantaged platform switches from undersupplying to oversupplying sellers.     

Senior Team Attributes and Organizational Ambidexterity: The Moderating Role of Transformational Leadership

abstract    Organizations capable of pursuing exploration and exploitation simultaneously have been suggested to obtain superior performance. Combining both types of activities and achieving organizational ambidexterity, however, leads to the presence of multiple and often conflicting goals, and poses considerable challenges to senior teams in ambidextrous organizations. This study explores the role of senior team attributes and leadership behaviour in reconciling conflicting interests among senior team members and achieving organizational ambidexterity. Findings indicate that a senior team shared vision and contingency rewards are associated with a firm's ability to combine high levels of exploratory and exploitative innovations. In addition, our study shows that an executive director's transformational leadership increases the effectiveness of senior team attributes in ambidextrous organizations and moderates the effectiveness of senior team social integration and contingency rewards. Hence, our study clarifies how senior executives reconcile conflicting demands and facilitate the balancing of seemingly contradictory forces in ambidextrous organizations. Implications for literatures on senior team attributes, transformational leadership and organizational ambidexterity are discussed.     

Market Orientation and FIRMS' Environmental Innovation: The Moderating Role of Environmental Attitude

Drawing on market orientation theory, innovation theory and the theory of reasoned action, this paper integrates market orientation, environmental attitude and firms' environmental innovation into a model to establish a relationship among these three variables. By taking 247 manufacturing firms in China as the research sample and by analyzing the data using SPSS19.0, we found that customer and competitor orientation have a significant and positive impact on firms' environmental innovation, while the effect of inter‐functional coordination is not significant. Furthermore, environmental attitude plays a positive moderating role between customer orientation and firms' environmental innovation, as well as between competitor orientation and firms' environmental innovation. Finally, the results of the study are discussed, and the theoretical and practical significance of this study is clarified further. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment     

CEO自恋对创新绩效的影响研究 ——基于企业异质性的调节作用

从CEO心理特征视角出发,探究了CEO自恋与企业创新绩效之间的关系。以2011—2016年A股135家上市公司的纵向数据为样本,通过广义估计方程模型进行实证检验。研究发现:CEO自恋对企业创新绩效具有显著促进作用。进一步研究发现,CEO自恋对企业创新绩效的影响受到企业异质性的调节作用:相比小规模企业,大规模企业中CEO自恋对创新绩效的促进作用更显著;相比低财务杠杆企业,高财务杠杆企业中CEO自恋对创新绩效的促进作用更显著;相比非国有企业,国有企业中CEO自恋对创新绩效的促进作用更显著。     

创新开放度与企业绩效：高质量人力资本的调节作用

针对开放度和企业绩效的关系,探讨了高质量人力资本对于开放度与创新绩效关系的调节作用,并通过非平衡面板固定效应,以我国6085家科技服务企业2008-2016年16560个样本为基础进行了实证研究。研究发现:开放广度正向影响企业创新能力,负向影响企业劳动生产率;开放深度负向影响企业创新能力,正向影响企业劳动生产率;内部高质量人力资本正向调节开放广度对劳动生产率的影响,正向调节开放深度对创新能力的作用,弥补了开放式创新对于企业绩效带来的负向影响。企业应提高高质量人力资本水平,进而提升开放式创新绩效。