推荐奖励计划对消费者推荐意愿的影响

推荐奖励计划是近些年发展起来的一种口碑管理工具,是企业通过一定形式的奖励来刺激已有顾客推荐新顾客的营销方案。本研究探索了推荐奖励计划在推荐数量限制、奖励力度、奖励对象和奖励物形式四个方面的设置对消费者推荐意愿的影响,检验了消费者意见领袖倾向的调节效应,并从感知推荐价值和感知社会风险视角探讨了推荐奖励计划对消费者推荐意愿影响的中介机制。     

An integrated framework for the conceptualization of consumers’ perceived-risk processing

Research on risk is built on a complex array of diverse and sometimes inconsistent definitions, constructs, models, and outcomes. This study examines various literatures to formulate an integrated framework for the conceptualization of perceived-risk processing. The framework specifies three phases (framing, assessment, and evaluation) and their accompanying outcomes of risk attention, perceived risk, and risk-taking propensity. Explicit linkages are specified between situational and individual characteristics. Perceived-risk evaluation is identified as concepturally distinct from assessment of perceived risk, and the construct of risk-taking propensity is separated from those of risk affinity and perceived risk. The framework further presents points of intersection between the literatures on perceived risk and the literatures on consumer decision-making, information search, and satisfaction. Finally, it serves as an anchor for framing future research to promote conceptual and methodological consistency, and to guide progress in directions that are consistent with some leading edge paradigms outside of marketing. Margy P. Conchar (concharm@mail.ecu.edu; Ph.D., University of Georgia) is an assistant professor at East Carolina University. Her research focuses on consumer behavior and advertising. Her work in consumer behavior concentrates on risk, motives, and optimal consumption experience. Her research in advertising focuses on the interface between advertising and finance, accounting, or economics. She has previously published in the proceedings of the Academy of Marketing Science, the Association for Consumer Research, the American Marketing Association of Educators, and the Society for Marketing Advances. George M. Zinkhan (gzinkhan@terry.uga.edu; Ph.D., University of Michigan) is the Coca-Cola Company Chair of Marketing at the University of Georgia. His major research interests include advertising, promotion, e-commerce, and knowledge development. Two of his recent coauthored books includeConsumers (2004, McGraw-Hill) andElectronic Commerce: A Strategic Perspective (2000, Dryden). Cara Peters (petersc@winthrop.edu; Ph.D., University of Nebraska) is an assistant professor at Winthrop University. Her research lies in the general areas of consumer behavior and e-commerce. Primarily using mixed methods, she examines risky consumer behaviors as they relate to sociology and psychology. She has published in theJournal of Consumer Psychology andConsumption, Markets, and Culture, among other journals. Sergio Olavarrieta (solavar@negocios.uchile.cl; Ph.D., University of Georgia) is an assistant professor at Universidad de Chile, Santiago, Chile. He is assistant dean of undergraduate programs at the School of Business and Economics at the University of Chile. His research focuses on branding and marketing strategy. He has previously published in theJournal of Strategic Marketing and theInternational Journal of Product Distribution and Logistics Management.     

信任式服务的顾客忠诚形成机制及实践启示

信任式服务因其专业性和（或）“纯服务”等鲜明特征而使之显著区别于其他类型的服务,其顾客忠诚形成机制也因此具有独特性。针对医疗服务的实证分析表明：在信任式服务中,顾客信任在顾客忠诚形成机制体中起着关键性的作用,形成“服务质量→顾客信任→感知价值→顾客满意→顾客忠诚”的逻辑链;服务互动质量和结果质量通过顾客信任对顾客感知价值和顾客满意产生影响,进而影响顾客忠诚,但服务环境质量对顾客信任和顾客忠诚没有显著影响。因此,对顾客形成机制的研究需要区分产品和服务的类型以及服务质量的类型。提供信任式服务的组织应该重视并加强对服务人员与顾客互动能力的培养,提升服务人员与顾客的服务互动质量,并切实保障和提高服务结果质量,从而增强顾客信任,提升顾客忠诚。     

关于综合国力评价克莱因理论模型的缺陷性分析

随着我国经济的迅速发展和国际地位的迅速提高,国际上出现了许多版本的"中国威胁论":中国经济威胁论、中国军事威胁论、中国人口威胁论、中国能源威胁论……等等.在众多版本的"中国威胁论"中,它们的依据之一就是综合国力评价克莱因理论模型.文章从分析克莱因模型的缺陷入手对"中国威胁论"进行反驳,并提出应对"中国威胁论"的几点建议.     

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.     

How does the availability and use of flexible leave influence the employer–employee relationship?

In this article, we develop, and empirically test, a moderated mediation model of the effects of flexible leave on employees' organizational attachment. Drawing on a social exchange framework and signaling theory, we explore how the material and non-material nature of exchange between the employer and employee shapes their relationship. First, we show that the relationship between the availability of flexible leave and organizational attachment is shaped by two competing mediators, perceived organizational support (POS) and perceived flexibility stigma. Second, we delineate between availability and use of the policy, to show how the effect of POS is enhanced and perceived flexibility stigma reduced, with use. Our findings demonstrate that the relationship between the availability of flexible leave and organizational attachment is complex, but is enhanced through use of flexible leave. We contribute toward HRM scholarship about the relationship between employees' experience of HR practices and their corresponding impact on employees' subsequent behavior.     

我国实行金融混业经营的分析

本文从国内金融业在此问题上的实践探索出发,借鉴外国的成熟经验,分析了引发金融混业经营潮流的宏观和微观两个方面的诱因。在此基础上从实现金融机构控制风险、稳健发展和拓宽利润来源、提高竞争实力等方面论证了我国目前探索金融混业经营的现实意义。并就管理模式、组织结构调整、加强内部风险控制能力等重点、难点问题进行了分析。     

发包方与供应商间关系对供应商创新能力的影响

采用多元层级回归方法,对影响供应商创新能力的驱动因素以及供应商在供应链网络中的等级位置对各驱动因素与供应商创新能力间关系的调节作用进行了理论探讨和实证分析。结果显示:在跨国外包情景下,发包方支持、共享活动和联结强度对供应商的创新能力具有显著的积极影响;供应商在供应链网络中的等级位置对联结强度与供应商创新能力间关系具有显著的正向调节作用,对共享活动与供应商创新能力间关系的正向调节作用不稳定。     

旅游区(点)核心竞争力的实质及营建实证

旅游区(点)(以下简称旅游区)是旅游业发展的重要支撑,核心竞争力是反映一个旅游区素质和发展潜能的重要标志。文章运用竞争优势理论和核心竞争力理论并结合旅游业的自身特点,以重庆涪陵天台峡谷景区为例,探讨了旅游区核心竞争力的营造方法,并提出了以目标市场为导向,以彰显旅游资源特色、提供差异性体验为内核的旅游区核心竞争力建设思路。     

人才派遣与企业人力资源管理创新

人才派遣是一种全新的人才资源市场配置方式，它为企业人力资源管理创新提供了舞台。文章从用人单位的角度，分析了人才派遣的特点、运作机理；提出了在人才派遣方式下的四种人力资源管理创新方式；并就人力资源管理创新问题提出了看法。