Does buffet choice architecture affect intake? The effect of relocating butter at a breakfast buffet on food intake

The aim of this study was to investigate if a changed default reduces the intake of butter among students at a breakfast buffet. Students were divided into two groups and served themselves from a breakfast buffet. The control group was offered a buffet where the butter was easily accessible, whereas the intervention group was offered a buffet where a request had to be made for butter. Single packed portions of butter taken from each part of the buffet, the number of students, and the number of habitual users in each group were recorded. At the regular buffet, 67 of 115 students were habitual butter users and 81 packs of butter were taken. At the buffet with the changed default, 16 of the 56 students were habitual butter users. Seventeen packs of butter were taken from the buffet. Slightly displacing butter at a breakfast buffet and forcing students to ask for that option significantly reduced uptake.     

价值共创行为分析框架构建 ——基于赋能理论视角

通过文献调查并结合案例的描述性分析,提出数字技术时代价值网络中不同行为主体之间的赋能内涵、关键维度以及基于赋能跨层次效应的价值共创行为分析框架。将"赋能氛围""主体赋能"分别作为价值网络中赋能的宏观维度和微观维度进行概念化。界定了两个维度的关键组成要素,分别包括信息共享、开放性结构、协同规则以及主体关系、资源整合和影响。构建了赋能的跨层次效应模型,分析了赋能的宏观-微观跨层次效应及其对价值网络生态和主体价值创造的影响。     

Subsidiary staffing,cultural friction,and subsidiary performance: Evidence from Korean subsidiaries in 63 countries

Drawing from the notion of cultural friction and based on the agency theory rationalization of multinational enterprise (MNE) headquarter–subsidiary relationship, we examine the impact of cultural friction in foreign subsidiaries on subsidiary performance. We argue that cultural friction, arising due to a high presence of parent country nationals (PCNs) in culturally distant locations, has a detrimental effect on subsidiary performance. This effect is the strongest when the cultural friction is at the top management team (TMT) level and the weakest when friction is at the regular employee level. However, this relationship is contingent on factors that work as drags or lubricants for cultural friction between PCNs and host country nationals (HCNs). We identify governance mode and language differences between home and host countries as drag parameters and host country experience and subsidiary interdependence as lubricants that condition the effect of cultural friction on subsidiary performance. Empirical findings based on a longitudinal sample of 7,495 foreign subsidiary observations of 467 Korean MNEs in 63 countries during 1990–2014 provide robust support for our theoretical predictions.     

关于生态建筑学在高层建筑设计中的运用探讨

为了降低高层建筑的能耗并减少其对环境造成的影响,生态建筑学的概念被提出,并逐渐被应用到高层建筑的设计当中。本文对生态建筑学在高层建筑中的运用进行了探讨,希望对建筑设计工作者们能够起到参考借鉴的作用。     

“西为中用·顺势利导”——生态雨水机埠 与合流制特点的老旧城区海绵改造

以常德市柏子园汇水片区为例，运用水力模型工 具，探讨在老城区现有末端生态雨水机埠情形下，通过优化设 置低影响开发(LID)设施和管网改造工程，从源头解决机埠合 流制溢流(CSO)污染的效果和可行性。根据棚户区较多、绿 地率少、土壤渗透性差、项目实施难度大等情况，进行项目方 案布置和LID措施选择；根据现状管网特征，进行近远期管网 改造方案和源头截流措施选择。采用典型年降雨数据进行连续 模拟，分析评估在老旧城区增设源头控制设施和中途管网改造 对既定末端机埠溢流水量及溢流频次的控制效果，并通过情景 方案比选，得出在现有土地使用条件下的最优海绵改造方案， 以期为类似合流制特点的区域提供参考和借鉴。     

基于eCognition影像解译技术的风景环境 植被景观遥感量化研究 ——以云南鸡足山为例

世界遗产标准vii是UNESCO用以评价遗产地审美 价值的重要准则，由标准iii演化而来，从文化与自然美的混 合评价转向了仅对自然美学特征评价。选取以标准vii列入世 界遗产名录的145处项目(1978—2017年)，通过扎根理论 及分析，总结其运用特征、演化趋势和动因考辨。研究发现： 1)地区层面，不同地区运用标准vii所关注的审美价值具有差 异，如非洲关注色彩美学，欧洲和北美强调风景特质组合，亚 太地区重视强烈的自然文化关联、动态变化和组合关系，南美 和加勒比地区注重审美体验；2)词频运用层面，标准vii在各 地区的词频运用差异显著，各地区使用词频最高的为关于美的 “形容词”，除欧洲之外，其余地区代表“之最”特点的词频 次之；3)评价要点层面，欧洲和北美的风景特质评价具有很 强的特点与范式。最后解析了标准vii运用趋势与18世纪以来 的美学思想演变的内在联系；以期为标准vii的全球普世价值 与地区价值认知以及标准vii后续研究提供依据。     

Leadership succession planning for today’s digital transformation economy: Key factors to build for competency and innovation

Digital transformation is rapidly changing the competitive landscape and the war on talent for today’s organizations. As part of this economy, organizations and their HR units must continuously reevaluate leadership structures and practices that exploit core competencies while allowing for innovation (i.e., leadership ambidexterity) and incorporate big data with predictive analytics. In this vein, understanding how HR executives can create better solutions around this problem remains sparse. Specifically, what frameworks can HR executives apply to identify potential alignment failures in leadership succession planning in light of newer emerging markets? What internal decision-making traps need to be recognized? Finally, what specific forms of data and evidence must test these plans for relevance and recharge and renew the talent-to-strategy pipeline? In this article, we examine these questions by reviewing the gaps in the literature and identifying through our four-step model how organizations can incorporate ambidexterity-building as a leadership succession planning practice.     

Employee well-being attribution and job change intentions: The moderating effect of task idiosyncratic deals

We developed and tested a research model in which employee well-being human resource (HR) attribution differentially influences the intention to change jobs across organizations (i.e., external job change intention) versus that within the same organization (i.e., internal job change intention). Furthermore, we posited that task idiosyncratic deals (I-deals) moderated the relationships between employee well-being HR attribution and external and internal job change intentions. Results indicated that employee well-being HR attribution was negatively related to external job change intention, but positively related to internal job change intention. Further, task I-deals significantly moderated the relationships between employee well-being HR attribution and external and internal job change intention. Specifically, employee well-being HR attribution played a less important role in reducing external job change intention when task I-deals were high rather than low. On the other hand, high task I-deals significantly strengthened the positive relationship between employee well-being HR attribution and internal job change intention. Our study extends the careers literature by differentiating the impact of employee well-being HR attribution on job change intentions within an organization compared with that across organizations and the important role of supervisors in enhancing or mitigating these effects.     

场景化架构零售商业模式研究

文章在对场景理论进行回顾的基础上，确立了场景化架构的三要素：空间、产品和消费者，刻画了场景化架构的架构属性：空间的审美性、产品作为场景文化价值载体的媒介性、消费者对场景传达的文化价值的认同性，构建了场景化架构零售商业模式的理论模型。实证研究表明场景化架构理论模型各变量具有很好的聚合效度和区别效度，也验证了新颖性和互补性在场景化架构对体验价值创造影响的中介作用。文章的主要贡献在于提出了场景化架构这一构念，并构建了场景化架构零售商业模式的理论模型，探索和验证了该商业模式实现价值创造的内在机理，同时验证了在以往实证研究中对商业模式价值属性讨论极少的互补性是一个重要的中介变量。     

水利监理企业多项目管理信息平台设计研究

分析了水利监理企业多项目管理信息化的现状和困难,阐述了加快水利监理企业开展多项目管理信息化的必要性,提出了多项目管理信息平台建设是增强企业核心竞争力和培育企业文化的有效途径,对平台系统架构和功能模块进行了简介,定性分析了平台的实施效果。