体验型产品在线评论与消费意愿及销量的关系——以价格为调节变量

随着网络在线交易的迅猛发展,在线评论等网络口碑传播的重要性日益凸显。以体验型产品为研究对象,以信号理论和"刺激-反应"理论为指导,建立"在线评论-消费意愿-在线销量"模型分析三个要素之间的关系机理,并采用中介效应检验和调节效应检验进行验证,结果显示:在线评论作为一种信息刺激,其数量对体验型产品在线销量具有显著的正向影响,但在线评论质量效价评分对体验型产品在线销量的影响不显著,这与产品的类型有关;在线评论一是直接对在线销量产生影响,一是通过中介变量(即作为消费意愿替代变量的收藏量)传递影响,对在线销量产生作用;商品价格在在线评论和在线销量的直接和间接关系中都起到了正向调节作用,这与体验型产品交易过程中价格质量信号功能强于促销功能有关。实践中,企业可通过一些激励设计提高消费者在线评论参与度;进行更加科学化的网页设计,完善收藏功能,以方便消费者进行筛选和比较;注意防止盲目降价行为给消费者带来的负面影响,发挥好价格的信号作用。     

跨国公司在华物流外包对企业绩效影响的实证研究——以企业战略为调节变量

在现有理论文献和调查的基础上,提出假设,利用问卷统计分析,对跨国公司在华实施的企业战略在物流外包与企业绩效的调节作用进行了实证检验,研究结果表明,跨国公司在华实施的成本领先战略会促进物流外包对财务绩效、市场绩效和运作绩效的正向影响;跨国公司在华实施的差异化战略对物流外包与企业绩效间的关系不产生影响。     

员工文化价值观导向的代际差异及不同绩效控制下的匹配性研究

在中国组织情境下,组织有一种内生的控制偏好,试图统一员工价值观。这与日益强调个性化、差异性以及多元化的社会趋势发生冲突。本文研究表明,员工文化导向分布存在显著的代际差异,但其本身对工作绩效的影响没有显著差异,关键在于是否与组织控制情境相匹配。在绩效控制程度高的组织情境下,垂直个人主义导向对工作绩效有正向的影响,而水平集体主义导向对工作绩效产生负向影响。同时,本文认为,在垂直集体主义导向占主导的组织背景下,应追求和而不同,试图统一员工价值观徒劳无益。     

Intelligence Vs. Wisdom: The Love of Money, Machiavellianism, and Unethical Behavior across College Major and Gender

This research investigates the efficacy of business ethics intervention, tests a theoretical model that the love of money is directly or indirectly related to propensity to engage in unethical behavior (PUB), and treats college major (business vs. psychology) and gender (male vs. female) as moderators in multi-group analyses. Results suggested that business students who received business ethics intervention significantly changed their conceptions of unethical behavior and reduced their propensity to engage in theft; while psychology students without intervention had no such changes. Therefore, ethics training had some impacts on business students’ learning and education (intelligence). For our theoretical model, results of the whole sample (N = 298) revealed that Machiavellianism (measured at Time 1) was a mediator of the relationship between the love of money (measured at Time 1) and unethical behavior (measured at Time 2) (the Love of Money → Machiavellianism → Unethical Behavior). Further, this mediating effect existed for business students (n = 198) but not for psychology students (n = 100), for male students (n = 165) but not for female students (n = 133), and for male business students (n = 128) but not for female business students (n = 70). Moreover, when examined alone, the direct effect (the Love of Money → Unethical Behavior) existed for business students but not for psychology students. We concluded that a short business ethics intervention may have no impact on the issue of virtue (wisdom). Thomas Li-Ping Tang (Ph.D., Case Western Reserve University) is a Full Professor of Management in the Department of Management and Marketing, Jennings A. Jones College of Business at Middle Tennessee State University (MTSU). He has taught Industrial and Organizational Psychology at National Taiwan University and at MTSU. Professor Tang teaches, has taught, MBA/EMBA courses in China (Hong Kong and Shanghai), France (Nantes), and Spain (Valencia). He serves, has served, on 6 editorial review boards and reviews papers for 28 journals. His research interests focus upon compensation, the Love of Money, business ethics, pay satisfaction, and cross-cultural issues. He has published more than 100 journal articles in top behavior sciences and management journals (e.g., Journal of Applied Psychology, Personnel Psychology, Human Relations, Journal of Management, Management Research, Management and Organization Review, Journal of Organizational Behavior, and Journal of Business Ethics.) and presented more than 190 papers in professional conferences and invited seminars. He was the winner of two Outstanding Research Awards (1991,1999) and Distinguished International Service Award (1999) at Middle Tennessee State University. He also received the Best Reviewer Awards from the International Management Division of the Academy of Management in Seattle, WA (2003) and in Philadelphia, PA (2007). Yuh-Jia Chen (Ph.D., Columbia University) is an Associate Professor of Business Statistics in the Rinker of School of Business at Palm Beach Atlantic University, West Palm Beach, FL 33416. He has taught statistics at Middle Tennessee State University and Teachers College, Columbia University. His research interests lie in money attitude, choice and decision-making, risk-taking behavior, and compensation. His publications have appeared in behavior sciences and management journals (e.g., Journal of Behavioral Decision Making, Journal of Business and Psychology, and Journal of Business Ethics).     

影响企业市场导向业绩表现的共变量——不同成熟度企业之间的比较研究

本文研究共变量对市场导向与企业业绩等产出变量之间的关系,通过采用MKTOR量表测量市场导向,并将企业竞争能力作为市场导向的决定因子,同时将企业预期行为作为产出因子,对市场导向进行结构方程模型的定量研究。最后证明,在不同企业成熟度的企业中,例如跨国公司和小作坊式企业,市场导向的水平未必导致优良的企业业绩和良好的企业预期行为。     

知识型员工目标导向、创新氛围与个体创新绩效——一个交互效应检验

本文以知识型员工为研究对象,探索目标导向、组织创新氛围与个体创新绩效之间的交互作用关系,并利用130份知识型员工的问卷调查数据进行回归分析。研究发现,知识型员工的目标导向由绩效目标、学习目标和挑战目标三维度构成。绩效目标导向与个体创新绩效负相关,学习目标导向与个体创新绩效正相关。知识型员工的目标导向与组织创新氛围的交互效应,对个体创新绩效产生显著正向影响。     

A meta-analysis on employee perceptions of human resource strength: Examining the mediating versus moderating hypotheses

Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee-level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta-analysis of 42 studies (comprising 65 samples and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, sampling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed.     

CANDU6慢化剂系统丧失冷却情况下的温度分析

压力管卧式重水反应堆（CANDU6）具有相互独立的冷却剂系统和慢化剂系统。慢化剂系统将堆芯高能裂变中子慢化到能维持持续裂变所需的热中子水平，并将慢化中子过程中产生的热量带出。在反应堆大修期间，需要对再循环冷却水系统（RCW）进行检修，则需要并投入其备用系统，但是RCW备用系统仅对反应堆冷却剂系统进行冷却，不提供慢化剂系统热交换器冷却水。所以在RCW备用系统投入的情况下，慢化剂系统丧失冷却。为判断在此情况下慢化剂的温度变化情况，本文对CANDU6大修期间慢化剂系统丧失冷却情况下的温度变化进行分析并与试验结果进行比较，评估是否会由于温度过高而导致系统失效。     

Product Ownership as a Moderator of Self-Congruity Effects

A number of studies have investigated the self-congruity hypothesis, which predicts that consumers prefer products and brands whose images closely correspond to their own self-concepts. Support for this hypothesis has been equivocal, and investigators have explored methodological factors and moderators that might account for the discrepant results. In this research we introduce a new variable, product ownership status, as a theoretically important moderator of self-congruity effects. Our study demonstrates that product ownership does indeed moderate these effects, as the self-congruity effect observed under conditions of ownership was eliminated in the absence of ownership.     

Customer satisfaction and loyalty to Alpine ski resorts: the moderating effect of lifestyle,spending and customers' skiing skills

Customer satisfaction and loyalty are key drivers of performance. However, there is increasing evidence that good attribute performance and high overall satisfaction do not always automatically lead to higher loyalty. In this paper, we put forward a study on customer satisfaction and loyalty to Alpine ski resorts. We analyse the moderating effects of three important factors in the attribute performance–overall satisfaction–loyalty relationship: lifestyle, consumer spending and customers' skiing skills in a sample of 6172 skiers. The results show that all studied variables have a moderating effect. The findings have implications on both theory and practice. Copyright © 2007 John Wiley & Sons, Ltd.