Ownership,governance, and the diffusion of HRM practices in multinational worker cooperatives: Case‐study evidence from the Mondragon group

Drawing on a qualitative study of one Mondragon multinational worker cooperative (WC) based on longitudinal data and in‐depth interviews, our research evidences the contradictions that internationalisation poses in WCs, both through privileging managerial control at the expense of worker–member participation and through the setting‐up of capitalist subsidiaries in which employees are excluded from ownership and decision‐making. It further shows how institutions, power relations, and interests shape transfer in WCs, supporting the diffusion of certain human resource management (HRM) practices on grounds of efficiency but hampering the implementation of core cooperative practices. We make a threefold contribution: first, to a strand of inquiry focused on the influence of corporate governance on HRM; second, to the field of international HRM by analysing the cross‐national diffusion of HRM practices in WCs; and third, to ongoing debates on the challenges that WCs face when striving to balance the economic and social dimensions in globalisation.     

基于局域网的实时语音通信时延研究

在局域网中语音通信时延是影响语音质量的重要因素。为了最大限度地降低局域网中语音通信时延,提高语音质量,以采用低阶音频函数和UDP协议实现语音传输系统为基础,通过实验并分析了造成局域网中语音通信时延的主要因素,提出了在局域网中最大限度地降低实时语音通信时延的解决策略,实验数据证明,时延的分析是正确的,降低时延的策略是有效的。     

Consistency vs Flexibility: The Impact of Employee Voice in Rule-Based and Discretionary Decision Procedures

Consistency and flexibility are desirable, but incompatible, features of decision-making procedures. A comparison of a rule-based decision procedure (maximizing consistency) with a discretionary decision procedure (maximizing flexibility) was conducted. Employee voice was predicted to interact with decision procedure in impacting fairness perceptions. Student participants (N = 128) in a 2 × 2 laboratory simulation viewed videotaped depictions of a supervisor discussing a positive drug test result with an employee. The employee was given, or not given, an opportunity to explain; the supervisor was permitted discretion in determining the consequence or was completely bound by company policy. The proposed advantages of each decision procedure were obtained under contrasting levels of employee voice. Voice was desirable when the supervisor had discretionary authority; voice was unnecessary or even detrimental when a rule-based procedure was used. No overall preference between these two decision procedures was evident.     

Drivers of hotel employee’s voice behavior: A moderated mediation model

This study developed and tested a moderated mediation model for examining the relationships among person-organization fit (P-O fit), employee voice, employees’ perceived nature of the work and employees’ perceived functional quality of their services. Using 265 frontline employees from several 3 star hotels in Taiwan, the analytical results show that P-O fit is positively related to employee voice, and that employees’ perceived nature of the work mediates the positive relationship between these two variables. The analytical results also show that employees’ perceived functional quality of their services moderates the direct effect of P-O fit on employees’ perceived nature of the work, as well as the indirect effect of P-O fit on employee voice via employees’ perceived nature of the work. Theoretical and practical implications for the hospitality literature and hotel practitioners are discussed herein.     

铁通共享移动CM-IMS语音业务解决方案

TDM电路交换退出历史舞台已成必然。本文对现阶段铁通的固网如何共享移动CM-IMS开展语音业务并实现完成融合提出解决思路。     

The loyalty construct: Hirschman and beyond

Six papers drawing on Hirschman's (1970) Exit, Voice, and Loyalty model are discussed with regard to two themes: (a) relationship to the original work (specifically focusing on variations in the definition and operationalization of the loyalty component), and (b) the development of the loyalty construct itself. A concerted effort is called for to pursue a better understanding of loyalty, including an improved appreciation of the depth and breadth of the construct, its antecedents and outcomes, and its operationalizations in organizational settings.     

科研团队潜规则对团队成员建言行为的影响：心理安全感知的中介作用

论文基于中国传统文化中潜规则对员工建言行为的影响,以重庆、广州、北京、深圳、昆明等地的416名科研团队成员的数据样本,探索了科研团队潜规则、心理安全感知和团队成员建言行为之间的关系。研究结果表明,科研团队潜规则会削弱团队成员的心理安全感知,进而影响成员的建言行为,即心理安全感知在科研团队潜规则对成员建言行为的影响中承担了部分中介作用。     

Effects of voice assistant recommendations on consumer behavior

The present study compares the influence of text-based recommendations; traditionally known as online consumer reviews, and the influence of voice-based recommendations provided by voice-driven virtual assistants on consumer behaviors. Based on media richness theory, the research model investigates how voice versus text modality influences consumers' perceptions of credibility and usefulness, as well as their behavioral intentions and actual behaviors. In addition, the study analyses if these relationships vary based on the type of product and compares the influence of masculine and feminine voices. Two studies were conducted using between-subjects experimental designs, partial least squares-structural equation modeling, and logistic regression. The core finding is that voice-based recommendations are more effective than online consumer reviews in altering consumer behaviors. In addition, the first study showed that the influence of recommendations on behavioral intentions is mediated by consumers' perceptions of their credibility and usefulness. The second study confirmed, in a realistic setting, that voice-based recommendations affect consumer choices to a greater extent. Recommendations for search products and provided by males are also found to be more effective. These results contribute to the voice assistant and e-WOM literature by highlighting the effectiveness of voice-based recommendations in predicting consumer behaviors, confirming that credibility and usefulness are key factors that determine the influence of recommendations, and showing that recommendations are more effective when they focus on search products.     

Examining the context-specific reasons and adoption of artificial intelligence-based voice assistants: A behavioural reasoning theory approach

AI-based voice assistants are some of the most popular consumer products of artificial intelligence technology. This study investigates the influence of the reasoning process on overall consumer attitudes and adoption intentions towards AI-based voice assistants. Behavioural reasoning theory was applied to hypothesize relationships between values, context-specific reasons, attitudes, and adoption intention. Partial least squares structural equation modelling was used to test the research model and hypotheses using data from 550 potential consumers in India. This research suggests a positive influence of consumers' ‘reasons for’ on their attitude and adoption intentions towards AI-based voice assistants, as well as a favourable impact of consumers' values on ‘reasons for’. This study discovered that ‘reasons for’ and ‘reasons against’ are not only opposites but are entirely autonomous and have an independent impact on consumers' attitudes towards AI-based voice assistants. This research improved our understanding of AI-based product adoption by identifying the paramount role of consumers' values and the ‘reasons for’ and ‘reasons against’ in shaping their attitudes and adoption intentions towards AI-based voice assistants.     

顾客声音数据处理一致化映射关系研究

在顾客声音数据一致化处理过程中,原始客户需求信息容易丢失是企业营销决策难题。文中尝试用图形化形式描述顾客声音数据一致化转化过程,给出了一种面向群决策的三类不同顾客声音(效用值型的顾客声音、次序值型的顾客声音、语言短语型的顾客声音)的一致化映射方法。该方法是一种考虑企业知识背景等相关要素的非强制性数据转换方法,能最大限度地保证数据在转换的过程中不丢失,对支持企业营销决策具有重要理论意义及实用价值。