Conspicuous Consumption Applied to Tourism Destination

This empirical study applied the marketing concept of conspicuous consumption (CC) to tourism destinations. First, six conspicuous (Las Vegas, New York City, Los Angeles, Miami, Washington, DC, and Boston) and inconspicuous destinations (Kansas City, Branson, St. Paul, Omaha, Fargo, and Boise) destinations were identified. In all, 17 conspicuous consumption measurement items were adapted from a previous study and were loaded onto four factors: interpersonal mediation, status demonstration, materialistic hedonism, and communication of belonging. Three out of the four factors had significant relationships with intentions to visit conspicuous destinations. Study implications and suggestions for future research are also discussed.     

中国企业VI设计的发展趋势

在当今信息化社会中,信息之传达可谓瞬间千里,使企业建立独特的形象,这成了必然发展趋势。一个企业要想取得成功必须要有良好的品牌形象。VI设计是为实现企业形象统一识别的具体表现。     

VI的使用方法全解析

文章详细介绍了UNIX系统中的编辑器VI系统的使用方法以及技巧。     

浅谈企业管理战略之组织文化建设——组织形象可识别系统(CIS)

本文概述了现代企业管理战略的前沿课题——组织形象可识别系统的内涵、发展、地位及若干功能,特别分析了业界近年来高度关注的组织形象可识别系统(企业CIS)的构成要素,结合了当今著名企业的相关案例,得出了以下结论:企业的CIS建设是企业管理中文化建设的不可分割的部分,企业的CIS建设有利于树立企业的特色,有利于增强企业的国际竞争力,有利于获得消费者的认同。综上所述,现代化的企业应努力学习世界500强的优秀企业,努力进行企业文化的建设,这样才有利于我国的本土企业赶超世界著名企业。     

论商业性展示中的企业形象树立问题

在商业性展示中更有效的树立企业形象,进行全方位的品牌推广,是一个既为参展企业 关注,又往往被忽视的问题。文章从现代企业形象理论体系入手,分析了如何在展示中进行企业形 象的树立和推广,在揭示在此领域有关问题的基础上,阐述了如何作好这一工作。     

VI的使用方法全解析

文章详细介绍了UNIX系统中的编辑器VI系统的使用方法以及技巧。     

企业CI系统中VI系统的纵深研究

文章结合标志设计在整个CI的导入过程中所起作用的相关理论,着重分析了标志设计的原则及方法,而且提出了其美观的造型外还应该充分体现其设计理念,并复之于实践等相关因素,让人们能够充分认识到在CI竞争日益激烈的今天如何设计出符合企业文化的优秀标志形象。     

Negotiating Social Mix in Toronto's First Public Housing Redevelopment: Power,Space and Social Control in Don Mount Court

This article examines the experience of social interaction in Toronto's Don Mount Court community, the first socially mixed public‐housing redevelopment site in Canada. Similar to the American HOPE VI program, redevelopment involved the demolition and mixed‐income reconstruction of the community to include both public housing and new market condominiums with a neo‐traditional redesign. Based on participant observation, this article describes four struggles that emerged over the course of a series of mixed‐income community governance meetings intended to promote social inclusion. These struggles related to (1) unequal power relations in shaping local priorities; (2) the power to brand the community and define its aesthetic characteristics; (3) the power to define and use public space; and (4) power over modes of surveillance and exclusion. The findings challenge the myth that the ‘benevolent’ middle class will use their political influence and social capital to the benefit of their low‐income neighbors in mixed neighbourhoods. Instead, the research found that public‐housing tenants were often on the receiving end of antagonism. It is argued that policymakers intent on ameliorating problems related to residence in disadvantaged communities should focus on funding for social programs and transformative change, rather than on public‐housing demolition and state‐driven gentrification via mixed‐income redevelopment.     

博荣商贸VI设计分析与探讨

如今,人类已经进入商品贸易频繁时代,不断的贸易来往促进社会发展,贸易资源已成为一种重要的交流手段;商品贸易正以其广泛渗透性、价值价和无法替代的存在性与传统产业结合;商品贸易已发展为世界范围内重要交流手段;商品贸易为推进企业发展好帮手。     

Individualism–collectivism as predictors of BPO employee attitudes toward union membership in India

Drawing on data from a survey of 342 employees from three BPO organizations in Mumbai (India), this study examined whether cultural variables of individual cultural orientation and organizational culture, and their interaction were predictive of employees’ attitudes toward union membership in BPO organizations in India where unionization has hitherto not taken place. Using regression analysis, the researcher found that over and above the effects of demographic and job-related variable, and work stress and job satisfaction, horizontal individualism could predict union attitudes significantly and negatively whereas vertical individualism and collectivism could predict the attitudes significantly and positively. Similarly, organizational collectivism could predict employees’ attitudes toward union membership significantly and negatively. Using the univariate analysis of variance, the researcher found that the contrast between personal value and organizational culture of an individualist working in a collectivistic organizational culture or collectivist working in an individualistic culture are found to have stronger influence on union attitudes compared to the congruence of an individualist working in an individualistic culture or collectivist working in a collectivistic culture. The results and implications of findings are discussed in the paper with reference to the literature on role of cultural and attitudinal variables in relation to organizational outcomes like union membership.