The willingness of heritage tourists to pay for perceived authenticity in Pingxi,Taiwan

Authenticity plays an important role in heritage tourism. Previous studies have employed secondary data to assess the value of authenticity. This study goes further and empirically measures the intrinsic value of authenticity directly by integrating both qualitative and quantitative methods. The study was conducted in Pingxi, Taiwan and used open-ended questions to guide respondents to construct their own perceived authenticity. The respondents were asked whether they were willing to pay for what they had described. Four hundred and three valid responses were obtained. By using the dichotomous choice method and logistic distribution function, the willingness to pay (WTP) was estimated as NT$233. The study compiled 15 items to measure perceived authenticity based on previous literature and on-site visitor surveys. Three factors were derived by employing exploratory factor and confirmatory factor analyses. Discriminant analysis showed that intra-personal authenticity has a greater impact on WTP than object-related and inter-personal authenticity. This study might be the first empirical study to propose three independent concepts of authenticity, and to estimate the intrinsic value of perceived authenticity. The paper concludes suggestions that contribute both to theories of authenticity and applications by heritage management agencies.     

Generational differences: An examination of work values and generational gaps in the hospitality workforce

The purpose of this study is to identify generational differences and similarities among hospitality employees and managers in order to develop leadership strategies and management styles that can be utilized to increase employee morale and productivity while enhancing recruitment and retention rates of highly qualified workers. Data for this study were collected through a series of in-depth focus group discussions. Findings indicated significant generational differences in world views, attitudes toward authority and perspectives on work. Findings suggested the Baby Boomers respect authority and hierarchy, while the Generation X-ers (Gen X-ers) rebel against authority. Findings also suggested while Baby Boomers live to work, Gen X-ers work to live. The Baby Boomers are willing to wait their turn for promotions and rewards, and are very loyal. On the other hand, Gen X-ers expect immediate recognition through title, praise, promotion, and pay. They also want a life outside of work—they are not likely to sacrifice theirs for the company. The Millennial Generation believes in collective action, with optimism of the future, and trust in centralized authority. They like teamwork, showing a strong will to get things done with a great spirit.     

Cost structure and technological change of local public transport: the Kaohsiung City Bus case

This study has developed a translog cost function for the Kaohsiung City Bus (KCB) to analyse its cost structure and economic characteristics, based on monthly data over the time period from January 1996 to December 2000. The empirical results reveal that economies of density in the provision of bus services in Kaohsiung do prevail. The estimated marginal cost, which is less than the average cost but greater than the current bus fare, indicates that the subsidy is necessary. Due to the existence of returns to density (RTD), the KCB could obtain cost-saving benefits by extending its output scale. The KCB production technology is also not neutral. The effects of technological change on the KCB costs suggest that over the period 1996–2000 technological progress did lead to cost saving; the pure productivity growth rate increased from 0.45% in 1998 to 3% in 2000.     

Talent — Innate or acquired? Theoretical considerations and their implications for talent management

In order to contribute to the theoretical understanding of talent management, this paper aims to shed light on the meaning of the term ‘talent’ by answering the following question: Is talent predominantly an innate construct, is it mostly acquired, or does it result from the interaction between (specific levels of) nature and nurture components? Literature stemming from different disciplines has been reviewed to summarize the main arguments in support of each of the three perspectives. Subsequently, these arguments are mapped on a continuum ranging from completely innate to completely acquired. We argue that an organization's position on this continuum entails important implications for its design of talent management practices, which we discuss extensively. By providing guidelines on how an organization's talent management system can be shaped in accordance with their respective talent definition, this paper is particularly useful to HR practitioners.     

Marketing timeshare in Singapore: An analysis of potential customers and present owners

Timeshare has gained recognition and acceptance in many Asian countries in recent years, but is relatively slow in gaining momentum in Singapore. Timesharing is a type of real estate ownership, which may include hotels, resorts, holiday villas, apartments and more, whereby ownership is split among individuals on the basis of time. This paper presents a study on the attitude of potential consumers on timeshare, and to investigate the current satisfaction level of timeshare owners in Singapore. Two questionnaires were designed to survey the attitude of potential consumers and the timeshare owners. The findings showed that potential consumers’ perception of timeshare is generally negative in Singapore. The main reasons for this negative perception include undesirable sales tactics used in the industry and negative media coverage which tainted the image of the industry. Developers should provide facilities at the resorts to help timeshare owners achieve their desire for rest and relaxation, amongst other reasons.     

Insights into Franchising: A Review of Empirical and Theoretical Perspectives

Business format franchising has expanded rapidly, over the past 40 years as an alternative method of distribution and business development. This literature review analyses the major issues which have been the subject of in-depth research and/or significant debate. These include: the determinants of franchising in theory and practice; why franchisors normally operate both franchised and company-owned outlets, and the factors which influence the balance between them; the role and position of franchisees within the franchisor/franchisee relationship and, finally, the continuing debate surrounding the kind of regulatory framework in which it should operate. These findings are evaluated and aspects of franchising which warrant further investigation are outlined.     

Mind the gap��German motherhood risks in figures and game theory issues

After childbirth, while parents are delighted at public cash transfers like the German ‘Elterngeld’ (parental leave benefit), the decline in mothers’ earnings capacity is an awkward issue that tends to hover in the background. This paper aims firstly to make a contribution to quantifying West German mothers’ foregone gross earnings that stem from intermittent labor market participation, due to the birth of their first child. Secondly, it discusses behavioral outcomes of the resulting implicit child costs in a dynamic bargaining model of household decisions. The regression results of a Mincer-type wage equation, with German Socio-Economic Panel Data (West) for the period 1984–2005 and correcting for sample selection (Two-step Heckman), indicate considerable wage penalties due to birth-related employment withdrawal. On the closure of the fecund window, mothers suffer gross hourly wage cuts of up to 25%, compared to their equally educated, non-stop full-time employed counterparts, and the total of annualized losses amounts to as much as 201,000 Euros. Although foregone earnings do not matter as much in stable partnerships, they turn out to be a veritable asymmetric specialization risk that can prevent women from having children, if divorce seems sufficiently probable.     

What happened with the grandiose plans? Strategic plans and network realities in B2B interaction

Research concerned with business relationships and organizational levels, respectively, has addressed companies' difficulties in realizing their strategies. Studies of business relationships explain this through actions and reactions among business partners. Organizational studies note gaps between strategic and operational organizational levels in perceptions and goals. This paper combines these perspectives to obtain new insights into why company strategies may not materialize. The purpose of this paper is to describe and discuss how actor bonds on various organizational levels in business relationships affect strategy realization. The paper shows that actors on similar organizational levels representing different companies may actually share more understandings and activities than actors within the same company. The paper contributes to research on dyadic business relationships by highlighting differences in perspectives on various organizational levels, adds insights into research studying organizations by including a business-relationship aspect, and increases understanding of why strategic plans sometimes fail to succeed.     

How Do Firms Choose Between Intermediary and Supplier Finance?

This paper examines firms’ short‐term financing choices between intermediated loans and trade credit. I test two sets of empirical hypotheses: 1) hypotheses concerning the cross‐sectional differences in the level of intermediary finance for firms that use different levels of trade credit and 2) hypotheses concerning the dynamics of trade credit growth. I find strong evidence that for firms with high agency costs, the use of trade credit facilitates access to conventional bank loans. The evidence is consistent with theories based on the signaling role of trade credit provision and suppliers’ liquidation advantage.     

High commitment work system,transactive memory system,and new product performance

Although scholars find that the transactive memory systems can improve new product performance, few studies have empirically examined how managers can induce a transactive memory system in new product development teams with a set of systematic management practices. Based on the theoretical argument about human resource system in the strategic human resource management literature, this study proposes that implementing a set of coherent human resource management practices with workers in new product development teams can induce a transactive memory system in the team. Following previous scholars, this study calls this set of coherent human resource management practices as the high commitment work system. With survey data collected from 336 new product development engineers of 73 new product development teams in 73 firms, this study finds that transactive memory system mediates the positive relationship between the high commitment work system implemented with workers in new product development teams and new product performance.