Marketing Relationship Management: Antecedents to Survival and Dissolution

ABSTRACT

Though investing in relationships in order to continue them seems intuitive, is every relationship worth further investment? For those partnerships in unstable conditions, it is important to know which ones are headed for dissolution and which ones have the potential to survive.

In addition to assessing the economic value of continuing a partnership, this paper argues that the behavioral quality of a relationship should also be considered if relationship management is to be successful. A Partnership Survival Framework (PSF) is offered, wherein conflict response behaviors are shown to be predictive of not only survival but also the quality of a relationship. Here, the PSF is proposed and tested. Support is found for the framework and theoretical and managerial implications are discussed.     

中国传统商业道德形成的原因探析

中国商业历史悠久,传统商业道德的形成较早。儒家传统道德观念的影响是促成中国商业道德形成的重要因素;传统商业道德的形成是古代商业发展的必然要求;古代商人本身的道德自律也是中国传统商业道德形成的不可忽视的方面。     

论召回制度中缺陷产品认定标准之冲突与对策

根据现行法律,召回制度中的缺陷产品认定存在不合理危险标准的地域冲突、不合理危险标准与技术标准及企业标准之间的冲突。解决冲突的症结在于明确召回制度的价值取向。应采用不合理危险的单一标准来界定产品缺陷;结合有关的国际标准,建立健全我国的法定标准体系;实行产品召回保险制度。     

防治玻璃幕墙渗水浅谈

玻璃幕墙渗水原因非常复杂,涉及到设计、材料使用、施工和管理等各个方面。现对其进行简要分析。     

Furthering Organizational Priorities with Less Than Truthful Behavior: A Call for Additional Tools

Though codes of ethics exist in many businesses, employees still view less than truthful behaviors to be a significant ethical problem. The current study examines the related and somewhat counterintuitive issue of less than truthful behaviors intended to further organizational priorities. Such behaviors risk violating one organizational priority (e.g., adhering to a code of ethics) to achieve another. Data indicated four unique though non-mutually exclusive motivations: (1) to avoid confrontation or conflict; (2) to ensure quality in the delivery of a product or service; (3) to buy time for an organization’s strategy to play out; and (4) for self-protection or self-enhancement. The evidence further suggests that enhanced managerial training, particularly in handling confrontation and conflicts, could reduce the contradiction between stated codes of ethics and actual behaviors.     

詹姆斯·乔伊斯《偶遇》中的矛盾冲突

在《偶遇》中,乔·迪伦不是一个可有可无的人物,他是所有冲突的开始。他是一个伏笔。对于这些教会私立学校的学生来说,其行为规范全包括在巴特勒神父所说的那些话当中,就是说,他们始终处于某种压制之下。他从某种意义上可以看作促成＂我＂寻找冒险动机的一个重要因素。我计划并终于开始了我的冒险：拜访鸽子房,不过最终没能达成,意味着一个表面的冒险的受阻和未完成。不过正是这个中断,才促成另外一个冒险,也就是真正冒险的开始——偶遇。这个过程体现了各种各样的冲突：＂我＂和马赫尼,我和所处社会都柏林以及自我和本我的冲突等。     

康德国际政治观的精神解读——乐观主义、渐进变革和终极关怀

康德是启蒙时代伟大的思想家。除了哲学之外,他的研究也涉及国际政治领域。康德的国际政治观在国际关系思想史中占有十分重要的地位,被看做是自由主义的源泉之一。作者旨在通过揭示康德国际政治观所蕴涵的三个特征——乐观主义、渐进变革和终极关怀,梳理其内在逻辑联系,从新的角度来分析康德国际政治思想蕴涵的精神价值及其实践意义。作者认为,康德用乐观主义来认识和改造世界,并为永久和平设计了一条渐进变革的道路,以求最终实现最高价值——对人的终极关怀。这也是康德留给后人的宝贵精神财富。     

化干戈为玉帛

本文通过对职业学校师生冲突现状的调查,从不同角度分析师生冲突的成因,并努力探求解决冲突和预防冲突的策略,以期使教师明确如何正确面对冲突,采取科学策略预防冲突,采取有效策略解决冲突,从而化干戈为玉帛,建立民主和谐的师生关系,构建和谐文明的校园。     

沥青混凝土桥面铺装早期病害原因分析

针对沥青混凝土桥面铺装的早期病害及其原因进行了分析与研究,提出了用有限元分析需要注意的一些问题,指出了今后主要的研究方向。     

The straitjacket at workplace： Mobbing

Mobbing has been defined as a chronic asymmetric pattern of power relations and a consequent conflict transformed into a systematic discrimination or mistreatment at workplace which is expressed through unethical or aggressive communication （Leynman, 1996）. Mobbing occurs when an employee in the workplace is steadily subjected to aggressive behavior from more than one colleague or supervisor over a period of time, in a situation where the target finds it difficult to defend him/herself to escape this dire situation. Such a long term incivility tends to stigmatize the mobbed victim and may cause severe psychological trauma since （s）he is metaphorically in a straitjacket. In this double-bind and double-squeeze condition where （s）he can neither get out of the situation nor endure the ordeal, a positive outcome is unlikely. How do we differentiate mobbing from conflict in organizations and how are disputes converted into mobbing behavior, and if one may even do research on mobbing in a culture of＂organizational silence＂ and ＂obedience/submission＂ in a developing country will be the first theoretical research question. Whether systemic silence as a collective level phenomenon is not only an obstacle to healthy organizational communication and relationships, but also a serious barrier to development, participation and learning from malpractices is another relevant question. Most researches investigating the background of mobbing are based on either experiences of targets as victims or the critical cases including the perpetrators as mobber; Therefore, the findings are often at individual level and subjective. They are often ＂ex post facto＂ analysis of psychological dimensions （e.g., personality characteristics of mostly of mobbed victims and rarely of mobbers） or legal dimensions. There are few ＂ex ante＂ analyses of organizational culture dimensions so that preventive measures may be taken prior to any serious mobbing case is reported. This paper＇s objective is to approach mobbing as a function of group conflict and rumor that is uncontrolled for a long time. By exploring the background of mobbing in ten companies from service sector in IstanbuI-Turkey, this view is assessed. The findings confirmed that mobbing is a function of relational conflict and gossip particularly in companies with high positional power distance and highly centralized decision-making where high power imbalance between supervisors and subordinates are salient. Such organizations seem to be more conducive to concealed mobbing and survival than to development and participation of employees as ＂modus operandi＂.