FOREIGN ENTRY,CULTURAL BARRIERS,AND LEARNING

This paper examines the longevity of foreign entries. Hypotheses are developed on the mode (start-ups vs. acquisitions) and ownership structure (wholly owned vs. joint ventures) in relation to cultural distance. The hypotheses are tested within a framework of organizational learning, using data on 225 entries that 13 Dutch firms carried out from 1966 onwards. Results show that the presence of cultural barriers punctuates an organization's learning. Cultural distance is a prominent factor in foreign entry whenever this involves another firm, requiring the firm to engage in ‘double layered acculturation.’ We also identify locational ‘paths of learning.’ The longevity of acquisitions is positively influenced by prior entries of the firm in the same country. Similarly, the longevity of foreign entries, in which the firm has a majority stake, improves whenever the expanding firm engaged in prior entries in the same country and in other countries in the same cultural block.     

AN EVOLUTIONARY PERSPECTIVE ON DIVERSIFICATION AND CORPORATE RESTRUCTURING: ENTRY,EXIT, AND ECONOMIC PERFORMANCE DURING 1981–89

This study proposes a theoretical perspective that firms engage in continuous search and selection activities in order to improve their knowledge base and thereby improve their performance. This general framework is applied to the context of corporate evolution. Entry and exit activities are understood as search and selection undertaken by the firm to improve their performance. One of the compelling features of this framework is that firms learn from their past entry experience and approach the next entry in a more focused and directed manner over time. Also, firms acquire additional knowledge from each entry event while applying their existing knowledge base. With a longitudinal (1981–89) data base on entry and exit activities of all publicly traded manufacturing firms in the United States, this study shows that applicability of the firm's knowledge base plays an important role in predicting which businesses a firm enters or exits. Firms sequentially enter businesses of similar human resource profiles and firms are more likely to divest lines of business of different profiles. Corporate-level analysis shows that such well-directed entry and exit contribute to the improvement of a firm's profitability.     

川渝黔一体化发展的战略目标和基本内容

作为长江上游的核心区域,川渝黔一体化发展的本质就是长江上游区域的一体化发展。战略目标有两个方面：在成渝城市群基础上形成世界级城市群、形成世界级主导产业和企业集团。其战略意义有五个方面：极大缓解我国不平衡不充分发展与人民追求美好生活愿望之间的矛盾、率先促进长江上游区域一体化发展、有助于加快实现“一带一路”和长江经济带等发展目标、有利于保护水资源和建成上游生态屏障、使我国有一个长远和稳固的战略后方基地。一体化发展的基本内容包含五个方面：交通通信设施一体化、产业发展一体化、监管和生产要素一体化、生态环境一体化、人口流动时身份规定一体化。     

Mapping hotel brand positioning and competitive landscapes by text-mining user-generated content

This study uncovers hotel brand positioning and competitive landscape mapping by text-mining user-generated content (UGC). Rather than relying on a single dimension of consumer evaluation, the current study detects brand attributes by using both customer preferences as well as perceptual performance to develop meaningful insights. For this, the study combines content analysis and repertory grid analysis (RGA) to answer three key research issues. 111,986 hotel reviews from two biggest Chinese cities are used to explore and visualize the competitive landscape of six selected hotel brands across three hotel categories. Findings from the study will not only advance the existing literature on brand positioning and competitive landscape mapping but also help practitioners in developing brand positioning strategies to fight competitors within and across hotel categories.     

三种不同蒸馏仪器测定食品中二氧化硫含量的对比

目的:比较传统玻璃蒸馏瓶蒸馏装置、二氧化硫测定仪、自动凯氏定氮仪3种仪器测定食品中二氧化硫的效果及适用性,为设备选型提供参考.方法:选取番薯干、咸菜、香菇干,分别用上述3种蒸馏装置测定样品中的二氧化硫含量,分析测定结果和过程控制.结果:使用3种不同蒸馏仪器测定结果无显著性差异,两次独立测定结果的绝对差值小于算术平均值的10%,回收率均在85%~95%.结论:二氧化硫测定仪自动化程度高,安全性高,基本可以替代传统玻璃蒸馏瓶蒸馏,实现大部分食品的批量检测,对于香菇干等蒸馏过程易倒吸食品,可采用自动凯氏定氮仪检测,提高实验的准确性和可靠性.     

全自动测汞仪测定离岛免税食品化妆品中汞含量

建立全自动测汞仪法检测食品、化妆品中汞含量。通过优化实验条件提高方法灵敏度、准确度和精密度。方法检出限为0.0803ng,加标回收率为89%~104%,RSD值在2.2%~4.5%之间。本方法操作简便,具有高灵敏度、准确度和精密度,可满足口岸快速通关检测要求。     

气固流化床制备氯化聚乙烯的研究

对流化床反应器中聚乙烯氯化反应进行了实验研究。探讨了反应操作条件对产品氯化聚乙烯中氯含量的影响。结果表明,反应起始温度、操作气速、原料气中2种气体的流量比、反应时间以及引发方式等条件都会对最终产品的氯含量产生不同程度的影响,产品氯化聚乙烯中的氯含量可以通过改变反应时间等条件在一定范围内进行调节。用气固流化床制备氯化聚乙烯,避免了悬浮法和溶液法中存在的对设备腐蚀严重、溶剂回收难等一系列问题。     

Understanding precedents for frontline employee turnover in luxury hotels: Emotional intelligence as a unifying factor

Current turnover research fails to serve the needs of an industry that is long plagued by employee turnover. Existing literature focuses more on evaluating bundles of human resource practices and fail to provide precise and clear guidance for practitioners. This study proposes that emotional intelligence (EI) unifies sufficient individual factors and organizational factors that affect employee turnover and serves as a single significant precedent for turnover. Data were collected from frontline employees at eight luxury hotels. The direct, indirect, and total impacts of employee EI on employee turnover were tested by structural equation modeling and bootstrap tests. The results suggest that EI has significant indirect impacts through the mediation of perceived organizational support, pay satisfaction and job burnout, and significant total impacts on turnover. Implication suggestions include integrating EI into the recruiting process for new employees and providing training opportunities for current employees to improve their EI.     

企业技术创新联盟组织形式及其运作管理

选择与企业技术创新联盟相适配的组织形式,将有利于企业技术创新联盟和谐的形成。合资型企业技术创新联盟因其采用委托管理方式,实现了所有权与经营权的完全分离,可将联盟内部的冲突降到最低限度,联盟运作的难度相对较小。     

Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay

The purpose of the study is to examine whether the predictors that decrease employee intention to leave will also increase employees’ intention to stay. Therefore, the objective of the study is twofold: (1) to examine the influence of perceived organizational support, perceived supervisors’ support, and organizational commitment regarding intent to leave and (2) to investigate the influence of the same variables on intent to stay. A total of 416 hospitality employees in the U.S. participated. The results suggest that perceived organizational support and organizational commitment decreased intent to leave while only perceived organizational support had a positive impact on intention to stay. Implications detail ways that hospitality organizations can focus on increasing their employees’ commitment through perceived organizational support as a critical component of turnover culture.