“60前”消费者玩转高科技产品基于反向代际影响调节作用的实证研究

针对1960年以前出生的50岁以上、居住在城市的消费者,研究了不同年龄、教育背景和月收入水平的年长消费者在高科技产品购买意愿方面的差异性,以及决策风格对于高科技产品购买意愿的影响。此外,本文还探讨了年轻一代对于年长消费者的影响,即反向代际影响对于研究人群的决策风格与高科技产品购买意愿之间关系的调节作用。本文通过研究发现不同年龄、教育背景和月收入水平的年长消费者在面对高科技产品时的购买意愿不同。同时,消费者的购物决策风格也会影响到消费者对于高科技产品的购买意愿。此外,反向代际影响对于决策风格和购买意愿之间的关系具有正向调节作用。最后,本文还根据研究结果给出了相应的管理建议。     

Does knowledge explain trust behaviors and outcomes? The different influences of initial knowledge and experiential knowledge on personal trust interactions

This paper examines the influences of initial knowledge and experiential knowledge on trust behaviors and trust outcomes, respectively, at an interpersonal level. We use an experimental dynamic trust game, and our results show that (1) the initial knowledge that exists a priori between a trustor and a trustee helps to explain the trustor's trust behaviors toward the trustee, and (2) the experiential knowledge gained directly by a trustor during a specific trust interaction with a trustee influences the trust outcome, i.e. the difference between the original expectations of the trustor and the subsequent trust behaviors. Our results contribute to human resource literature by clarifying the specific influences of different types of knowledge on interpersonal trust relationships (e.g. between managers and employees) and by supplementing the traditional notion that trust within a firm develops slowly by showing that personal expectations have an immediate and important influence on trust output.     

The role of line managers in employee career management: an attachment theory perspective

Line managers increasingly play a key role in organizational career development systems, yet few studies have examined the nature of this role or its implications for employee career attitudes and behaviors. In two studies, we used attachment theory to explore this issue. In Study 1, in-depth interviews (N = 20) showed that employees viewed career management as a relational process in which line managers are expected to act as ‘caregiver’ to support individualized career development. Study 2 was a large-scale international survey (N = 891). Participants scoring higher on attachment avoidance in their line manager relationships reported more negative perceptions of career growth opportunities, lower participation in organizational career development activities and higher turnover intentions. Trust in the organization partially mediated the relationship. Theoretical and practical implications for HRM are discussed.     

航空高职学院毕业生就业见习实习基地建设研究

"航空高职学院毕业生就业见习实习基地"旨在解决航空职院毕业生缺乏工作经验,增加毕业生就业见习实习实践的机会,有效提高毕业生的就业率。     

The contribution of Project-based-learning to high-achievers’ acquisition of technological knowledge and skills

The main goals of this study were to look after the technological knowledge construction process by high-school high-achievers, and their ability to design and implement solutions for technological problems. More specifically, we examine the contribution of Project-based-learning (PBL), as pedagogical means for supporting the students’ knowledge acquisition and problem-solving process. The findings show a significant increase in formal knowledge as measured by standardized matriculation exams; an expansion in the scope of technological knowledge acquired and implemented, and in the scope of knowledge resources utilized for the projects; a high level of overall performance as regards to the set of design skills studied; a positive change in attitude towards technology and technological studies; the emergence of consistent design styles by individuals and groups along their work in the projects.     

Cultural differences in consumer socialization: A comparison of Chinese–Canadian and Caucasian–Canadian children

Based on the extant literature on the cultural/subcultural differences in socialization goals and parental practices in the childrearing process, this study compares Chinese–Canadian and Caucasian–Canadian families with respect to three issues central to consumer socialization – family communication patterns, children's consumer decision-making styles, and children's influence in family purchase decisions. Some significant results include: (1) Chinese–Canadian children perceived both of their parents as more socio-oriented than Caucasian–Canadian children perceived theirs whereas no significant between-group difference was found on the perceived level of concept-orientation for either parent; (2) Chinese–Canadian children, relative to their Caucasian–Canadian counterparts, exhibited more utilitarian and confused-by-overchoice consumer decision-making orientations but less social/conspicuous and impulsive orientations; and (3) Chinese–Canadian children exercised greater purchase influence than their Caucasian–Canadian counterparts for the adolescent ‘convenience’ product category but no difference was found for the adolescent ‘durable’ product category.     

人本管理的产生及其在科学管理中的作用

企业文化是一种现代企业管理理论,就是以人的管理为中心,把员工积极性充分调动起来,科学地组织起来,以提高经济效益和社会效益为目的的整体管理方式,它应以人为主体,以价值为核心,以文化为引导,以规章制度为保证,并且突出鲜明的个性。     

人际交往、观念创新与研发风险

文章通过建构一个理论模型来说明企业如何通过人际交往使研发人员的观念得到创新,从而实现“研究开发”的目标。     

试析入世与中国政府管理方式创新

通过分析目前政府管理方式中存在的诸多弊端,从而提出遵循规则、依法办事是中国社会的本源性要求,是融入国际社会的必然要求,因此,在全球化时代,政府必须转变管理方式,遵循规则,依法办事。政府应树立法治理念,依法规范自身的行政行为,实现依法行政;应调整政策法规,推进政策法规创新;应抓好市场秩序的治理工作,提供一套公共、透明的秩序管理体系;应变经济建设型政府为公共服务型政府。     

When opposites attract? Exploring the existence of complementarity in self‐brand congruence processes

In the psychology of human interpersonal attraction, complementarity is a well‐recognized phenomenon, where individuals are attracted to partners with different but complementary traits to their own. Although scholarship in human–brand relations draws heavily from interpersonal attraction theory, preferred techniques for measuring self‐brand congruence tend to capture it in only one form: the similarity configuration, which expresses the extent to which brand traits essentially resemble or mirror a consumer's own. Hence, the aim of this study is to explore, for the first time, the existence of complementarity in self‐brand congruence. From a canonical correlation analysis of survey data in which respondents rated their own personality traits and those of their favorite brand, the existence of both similarity and complementarity configurations is indeed revealed. Based on this, the study then derives a measure of self‐brand congruence that captures both configurations, and tests its predictive power for a range of brand‐related outcomes. The new measure is found to perform well against existing measures of self‐brand congruence based purely on a similarity configuration, particularly for emotionally based brand‐related outcomes.