浅谈商业咨询服务对于图书馆参考咨询服务的借鉴意义

通过对目前我国商业咨询概况的介绍，以及从对象、目标、人员组成、方法和服务等方面入手，对商业咨询服务和图书馆参考咨询服务进行对比分析，揭示目前我国商业咨询的特点与优势，商业咨询服务有很多值得图书馆参考咨询服务部门借鉴的地方．在此基础上提出我国图书馆参考咨询部门进一步改进服务的对策。     

即时咨询系统在中小型图书馆参考咨询中的应用

在泛在信息环境下，通过分析中小型图书馆参考咨询工作面临的困境和挑战，认为在中小型图书馆中应用即时咨询系统开展参考咨询工作势在必行。以江苏科技大学张家港校区图书馆为例，介绍了利用开源软件搭建即时咨询系统的实践过程和应用效果，并提出了几点展望。     

战略的本质

“专家咨询”栏目是我刊推出的一个探讨实战问题、解惑答疑的互动式工具，旨在为读者朋友和业界专家建立一个互相探讨、沟通的平台。欢迎您登陆我们的网站（www．mktbank．corn），在“专家咨询”版块提出您关注的营销、管理方面的话题，也可以给我们发邮件：     

让促销更完美

“专家咨询”栏目是我刊推出的一个探讨实战问题、解惑答疑的互动式工具。旨在为读者朋友和业界专家建立一个互相探讨，沟通的平台。欢迎您登陆我们的网站（www．mktbank．com），在“专家咨询”版块提出您关注的营销、管理方面的话题，也可以给我们发邮件：[编者按]     

矩阵式组织的实践

“专家咨询”栏目是我刊推出的一个探讨实践问题、解惑答疑的互动式工具，旨在为读者朋友和业界专家建立一个互相探讨、沟通的平台。欢迎您登陆我们的网站（www.mktbank.com），在“专家咨询”版块提出您关注的营销、管理方面的话题，也可以给我们发邮件：Email：mktbank@mktbank.com;zybbb@vip.163.com 我们每期邀请相关专家来解答，探讨大家提出的问题。 本期的主题是“矩阵式组织的实践”，由罗家德教授与大家交流。[编者按]     

整合营销传播的运用难题

“专家咨询”栏目是我刊推出的一个探讨实战问题，解惑答疑的互动式工具，旨在为读者朋友和业界专家建立一个互相探讨、沟通的平台。欢迎您登陆我们的网站（www.mkthank.com），在“专家咨询”版块提出您关注的营销，管理方面的话题，也可以给我们发邮件：Email：zybbb@vip.163.com[编者按]     

不能穿补丁衣服

在营销咨询工作中，很多企业老板都会和我们讨论，如何把西方优秀企业的经验运用到自己的企业？在回答这个问题之前，首先要说明一下我们认为的广告或传播在营销价值链条上扮演的角色。     

知识员工的管理与激励

“专家咨询”栏目是我刊推出的一个探讨实战问题、解惑答疑的互动式工具，旨在为读者朋友和业界专家建立一个互相探讨、沟通的平台。欢迎您登陆我们的网站（www．matbank.com），在“专家咨询”版块提出您关注的营销、管理方面的话题，也可以给我们发邮件：[编者按]     

科学发展观指导国内工程咨询业的发展

随着社会经济与科学技术的快速发展，工程项目建设领域实施工程咨询已日益走向成熟。工程咨询行业属于服务领域，它是投资和工程建设管理的重要环节，也是一个以智力劳动创造价值的行业。它包括工程项目建设前期咨询、投资建设期的咨询和生产期的咨询。为做好工程咨询工作，必须加强产业政策及有关法律、法规的学习和加深技术方案研究，要以科学发展观为指导，走科学发展之路的新思路，重视对工程咨询人才的培养。     

[一对一]管理咨询培训方法

1.什么是“一对一”管理咨询培训方式? 它是指一个管理咨询顾问面对一个企业老板或经理,以解决具体管理问题为目的的讨论式培训。它包含了培训需求识别、讨论式培训和对培训结果转化的支持三个阶段。目前,我们提供的培训     

Business Ethics and Financial Reporting Quality: Evidence from Korea

This study examines the relationship between corporate commitment to business ethics and financial reporting quality. We posit that companies with a higher level of ethical commitment exhibit better quality financial reporting than those with a lower level of ethical commitment. Consistent with our prediction, we find that companies with a higher level of ethical commitment are engaged in less earnings management, report earnings more conservatively, and predict future cash flows more accurately than those with a lower level of ethical commitment. We also find that corporate commitment to business ethics has perpetuating effects on future financial reporting quality.     

Desire,need, and obligation: Examining commitment to luxury brands in emerging markets

The availability of a wide variety of luxury brands has resulted in declining commitment toward a single brand. Enhancing brand commitment has, therefore, become a significant challenge for international businesses and marketing managers. We develop a multi–dimensional brand commitment framework underpinned by marketing, organizational, and social psychology literature streams. The simultaneous examination of brand–commitment dimensions based on consumer desire, need, and obligation in our framework offers a novel perspective that advances research on brand commitment. Our findings demonstrate stability of the framework in important emerging markets for luxury brands, namely China, India, Russia, Turkey, and Thailand. The framework, incorporating affective, continuance, and normative brand commitment dimensions, offers a conceptually robust fit. We demonstrate that each brand commitment dimension is influenced by distinct antecedents, and we show the direct and interactional impact of consumers’ emotional attachment, economic motivations, and normative pressures on purchase intentions. Supported by well-established theories in organizational and social psychology, our study offers new insights on how consumers commit to brands. We provide international brand managers with a blueprint for strengthening brand commitment across countries.     

The Effects of Ethical Climates on Organizational Commitment: A Two-Study Analysis

Although organizational commitment continues to interest researchers because of its positive effects on organizations, we know relatively little about the effects of the ethical context on organizational commitment. As such, we contribute to the organizational commitment field by assessing the effects of ethical climates (Victor and Cullen, 1987, 1988) on organizational commitment. We hypothesized that an ethical climate of benevolence has a positive relationship with organizational commitment while egoistic climate is negatively related to commitment. Results supported our propositions for both a benevolent climate and an egoistic climate. We also hypothesized that a principled climate is positively related to organizational commitment for professional workers but has no relationships for nonprofessional workers. Results supported this hypothesis.     

Organizational Commitment in Mexican Small and Medium-Sized Firms: The Role of Work Status,Organizational Climate,and Entrepreneurial Orientation*

In this study, we examine the role of individuals' commitment in small and medium-sized firms. More specifically, we argue that employees will commit themselves to their firm based on their current work status in the firm, their perception of the organizational climate, and the firm's entrepreneurial orientation. We also examine how individuals' commitment affect the actual effort they exert vis-à-vis their firm. The study's hypotheses are tested by applying quantitative analyses to survey data collected from 863 Mexican small and medium-sized businesses. We found that individuals' position and tenure in the firm, their perception of psychological safety and meaningfulness, and the firm's entrepreneurial orientation all are positively related to organizational commitment. We also found a positive relationship between organizational commitment and effort. Finally, our findings show that organizational commitment mediates the relationship between many of the predictor variables and effort. We discuss the limitations and implications of our findings and provide directions for future research.     

Influences on member commitment to group purchasing organizations

Group purchasing organization (GPOs) have become an important part of some sectors of our economy, such as health care. To be successful at obtaining favorable purchase terms, a GPO must be able to foster and maintain the commitment of its members. Four positive influences on member commitment are hypothesized: (1) satisfaction with the GPO; (2) the perceived commitment of other GPO members; (3) the degree of information exchange between member and GPO; and (4) trust in the GPO. The suitability of alternatives to membership in the GPO was predicted to negatively influence member commitment. These hypotheses were tested with data from a mail survey returned by 249 (49.8%) retail pharmacies. A multiple regression analysis identified significant positive associations between member commitment and commitment of other members, information exchange, and trust. Also, the suitability of alternatives showed a significant negative relationship with commitment. Implications of the findings for managers and researcher are discussed.     

Platforms for Cross-Sector Social Partnerships: Prospective Sensemaking Devices for Social Benefit

We employ a Layers of Workplace Influence theory to guide our study of whistleblowing among public accounting audit seniors. Specifically, we examine professional commitment, organizational commitment versus colleague commitment (locus of commitment), and moral intensity of the unethical behavior on two measures of reporting intentions: likelihood of reporting and perseverance in reporting. We find that moral intensity relates to both reporting intention measures. In addition, while high levels of professional identity increase the likelihood that an auditor will initially report an observed violation, the auditor’s commitment to the organization drives perseverance in reporting. Results may assist organizations and researchers in their understanding of antecedents to whistleblowing as a form of corporate governance and of the effect of these antecedents on whistleblowing perseverance.     

The Direct and Indirect Effects of Organizational Justice on the Human Factor through Mutual Commitment in Ghana and India: A Comparative Analysis

This study compares the influence of perceived procedural justice, interactional justice, and mutual commitment on the human factor in Ghana and India. The study further compares how mutual commitment mediates the relationship between procedural and interactional justice, and the human factor in the two countries. The findings indicate that the influence of both procedural and interactional justices on mutual commitment in Ghana and India are similar. However, the influence of procedural and interactional justices on the human factor, and the impact of mutual commitment on the human factor in Ghana and India are significantly different. While mutual commitment mediates the relationship between procedural and interactional justice in the two countries, the findings from Ghana is different from that from India. We discuss the implications of our 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.     

Product recalls and the moderating role of brand commitment

We assess attenuating and augmenting effects of brand commitment on consumer responses when product recalls occur. Consistent with our theorization, results from a laboratory experiment and an event study show that high levels of brand commitment attenuate negative consumer responses in low-severity product recalls but augment them in high-severity product recalls. Thus, while brand commitment seems to provide a reservoir of goodwill in the former case, it acts as a liability in the latter. These findings add to the extant brand and product recall literature by demonstrating that brand commitment has a complex effect on consumer responses when product recalls occur. Because product recalls are widespread, these findings also have managerial relevance.     

Influence behaviors and employees’ reactions: An empirical test among six societies based on a transactional–relational contract model

Organizational and task commitment are central drivers of firm performance as they affect employees’ willingness to exert effort for the organization. This paper argues that supervisors who consistently use socio-emotional and supportive influence strategies are likely to enhance subordinates’ immediate commitment to the tasks as well as their psychological attachment to the organization. Drawing on the transactional–relational contracts framework, we develop and empirically examine the effects of supervisors’ influence behaviors on two types of commitment. Data collected from 1150 respondents from China, Hong Kong, Taiwan, Germany, United States and Brazil provided support for the positive relationship between the persuasive influence strategy and both immediate task and organizational commitment. Exploratory analyses of the cultural differences in our sample reveal differences in assertive and relationship-based individual tactics. We thus identified potentially universally endorsed as well as culturally contingent influence tactics in predicting the two types of commitment.