国外游客对世界文化遗产苏州园林的形象认知研究——基于自然语言处理的不同粒度分析

世界遗产地是文化传播的重要窗口,挖掘国外游客的世界遗产目的地形象认知,有助于实现旅游的跨文化交流功能和目的地的国际化发展。本文以世界文化遗产苏州园林为案例地,通过获取TripAdvisor网站的评论数据,从主题词、语义网络、句子情感等粒度角度,展开国外游客对世界文化遗产苏州园林的形象认知研究。结果表明：（1）国外游客对世界文化遗产的认知包括整体形象、语义网络形象和情感形象3个维度,遗产景区的跨文化交流得到实现,积极情感占据主导,表达了国外游客对苏州园林的喜爱和满意程度。（2）国外游客主要关注到世界文化遗产的景观、体验、空间符号和服务等方面,同时关注敏感度存在差异,呈现出体验>景观>服务>空间符号的特征。（3）核心吸引物差异会导致国外游客对世界文化遗产构建的认知网络差异。     

森林旅游者的全球气候变暖认知及低碳出行意向

基于在海南省火山口国家级森林公园的调查数据,根据环境态度,运用K-Means聚类法将旅游者划分为近生态中心主义者和近人类中心主义者。采用独立样本t检验,比较持不同环境态度的旅游者全球气候变暖认知及低碳出行意向上的差异。结果显示:⑴前往海南火山口国家级森林公园的旅游者以近生态中心主义者居多;与近人类中心主义者相比,近生态中心主义者中女性所占比例较高,学历也较高。⑵近生态中心主义者对全球气候变暖致因、气候变暖认知、后果意识及其与旅游业之间的关系等方面的认知显著高于近人类中心主义者。⑶近生态中心主义者为减少温室气体排放而选择低碳出行方式的意向显著高于近人类中心主义者。因此,加强环境教育,有助于旅游者低碳出行,进而减少旅游业对气候变暖的负面影响。     

英语里非真实移动中的移动知觉

英语里非真实移动中的移动知觉表现在相对移动、闪动、观察格局的移动及其产生的视角变化、观察角度转换、语言概念等级变化、诱动、观察者与观察对象之间的距离变化、语义及概念的复现等方面,这些知觉产生了相应的语义结构和语言活动,反映了认知中的变化、发展、矛盾,融合了不同个体在认知心理和客体的客观真实性。对其探讨有助于揭示认知发展和语言发展轨迹。     

Does conspicuous decoration style influence customer's intention to purchase? The moderating effect of CSR practices

Using an experimental research design, this study examines the main effect of conspicuous hotel decoration style on consumer purchase intention, and tests the moderating role of corporate social responsibility (CSR) practices and the mediating role of image perception on the relationship between conspicuous decoration style and purchase intention with Chinese consumers. The results indicate that decoration style had a critical role in explaining Chinese customers’ purchase intention. Specifically, a low conspicuous decoration style led to stronger customer purchase intention than did a high conspicuous decoration style. The relationship between conspicuous decoration style and customer purchase intention was found to be fully mediated by image perception. The findings emphasize the significance of CSR in influencing Chinese customers’ purchase intention with hotels of a highly-conspicuous decoration style. Externally oriented CSR practices (i.e., corporate philanthropy, environmental protection) were found to be more significant in moderating the relationship between conspicuous decoration style and purchase intention than internally oriented CSR practice (i.e., employee treatment). Hotels engaging in philanthropy and environmental protection, can not only elicit a positive response from consumers, but also help mitigate the risks of a loss of organizational legitimacy as a result of high conspicuous decoration.     

组织变革认知、转业辅导、生涯发展与人力运用关系之研究——以台糖公司为例

为适应多元环境的变化，公营事业转民营已成为一种市场趋势，而变革亦成为公营企业面对民营化情势的一种手段。当组织进行变革时，除应顾及组织业务发展外，亦应提供转业辅导，协助员工重新规划生涯发展方向，以期能有效运用或开发现有人力素质。本研究以台糖公司参加第二专长转业进修班的员工为研究对象，探讨组织变革认知、转业辅导、员工生涯发展与人力运用之间的关系。共回收有效问卷93份，研究结果发现：1．组织变革认知之“改隶成效”对转业辅导之“新知能学习”有显著影响；组织变革认知之“裁撤标准建立”对转业辅导之“训练课程设计”有显著影响。2．转业辅导之“新知能学习”对员工生涯发展之“生涯路径规划”和“生涯信息提供”有显著影响。3．转业辅导之“新知能学习”对人力运用之“人力重置与报偿”有显著影响；转业辅导之“参训动机”对人力运用之“修正绩效评估方案”有显著影响。4．组织变革认知之“裁撤标准建立”对员工生涯发展之“生涯路径规划”与“生涯信息提供”有显著影响。5．组织变革认知之“改隶成效”对人力运用之“人力重置与报偿”有显著影响；组织变革认知之“裁撤标准建立”对人力运用之“修正绩效评估方案”有显著影响。     

经济型酒店感知服务质量分析与品牌差异比较

关注顾客是企业提升服务质量和塑造品牌的基础。经济型酒店通过对顾客感知进行深入分析,可更好地理解该行业的服务质量和不同服务质量因子的地位,并有针对性地进行改善。同时,通过对服务质量的深入定量分析,经济型酒店也可有效避免定位模糊而产生的同质化,确定并强化自身品牌的定位和特色。     

我国大城市80后生育观的调查研究——基于杭州市的数据

调整人口政策,平衡人口结构对于现阶段全面做好人口工作具有十分重要的意义。文章首先简要的对生育观文献进行了述评,进而在此基础上运用问卷调查的方法分析了杭州市80后的生育观现象,主要表现为杭州市80后都有生儿育女的观念、孩子的数量为一至两个、女性偏好略大于男性、生育的动机主要为满足亲子感情及家庭完整等高层次的精神需要、晚婚晚育普遍等方面。最后上升到更宏观的角度,从整个国家的视角为我国经济发达的大城市的生育政策调整提出政策建议,主要有继续坚持实行计划生育基本国策不动摇;从人们的经济条件和生活质量方面影响人们的生育行为;鼓励大城市推行适度的"开放二胎"政策;完善并加大对计划生育家庭的扶助制度,以期能为政府相关部门建言献策。     

组织认同受传统文化影响吗?——中国员工认同感知途径分析

This paper explores the information perception channels of organizational identification (OID) in the context of Chinese traditional culture. Drawing on the grounded theory, the authors conducted a survey on employees in Shandong, Henan, Beijing, Guangzhou, Gansu, Jiangsu and Taiwan, and developed a five-factor scale for information perception channels of OID consisting of leader modeling, consideration for subordinates, external encouragement, rationalizing norms and rules, and behavioral consistency. Results of regression analysis show that all of these five factors have significant effects on employees’ OID, particularly the factors of external encouragement, behavioral consistency, and consideration for subordinates. Translated and revised from Zhongguo Gongye Jingji 中国工业经济 (China Industrial Economics), 2008, (6): 118–126     

Entrepreneurial team's risk-based decision-making: A dynamic game analysis

It is well-known that some cognitive factors such as opportunity perception and risk perception influence entrepreneurial risk-based decision-making (RBDM). This paper proposes some rules of entrepreneur's risk decision-learning to address this RBDM taking cognitive factors into consideration. The learning mechanisms of entrepreneurial team's RBDM is derived based on entrepreneur's perception evolution. The paper employs a system dynamics model to analyze the entrepreneurial team's risk decision-learning. A case study is conducted to demonstrate the entrepreneurial RBDM process with cognitive factors.     

Mandatory and binding arbitration: Effects on employee attitudes and recruiting results

This paper reports the results of two studies undertaken in the same Fortune 500 company as it adopted an Alternative Dispute Resolution (ADR) program. Study 1 assessed employees' perceptions of fairness, trust, and turnover intentions regarding ADR options. Compared with other options for ADR, a program consisting of mandatory mediation followed by mandatory and binding arbitration (MMBA) resulted in significantly lower levels of procedural fairness perception, organizational trust, and intentions to stay with the firm. Contrary to previous research, no significant effects were found related to respondents' demographic characteristics and their reactions to ADR program characteristics. In Study 2, job‐applicant flow data were evaluated and compared by corporate region to determine the effects of an MMBA program installed in one region. Results revealed no significant effects related to the MMBA program on the organization's ability to recruit and ultimately fill key positions. As in Study 1, no significant effects were found in Study 2 for the demographic characteristics of applicant race/ethnicity, gender, or age on applicant recruitment decisions. Although Study 2 results indicated job candidates are unaffected by the existence of an MMBA program, given Study 1's results, practitioners should be cautious about implementing such a program for current employees. © 2011 Wiley Periodicals, Inc.