顾客可能取消订单的MTO企业订单定价策略

研究了顾客下订单后可能取消订单的按订单生产型企业的定价策略。顾客到达后向企业询问订单报价,如果价格合适,顾客将下订单,否则选择离开。引入了顾客接受概率模型,以最大化订单期望利润为目标,得出了订单最优定价和最大期望利润。通过分析最优定价和最大期望利润对于各参数的敏感性得出:最优定价是系统积压订单数的增函数,是订单取消概率和取消订单赔偿比例的减函数;而最大期望利润是系统积压订单数的减函数,是取消订单赔偿比例的增函数。通过数值分析发现,在顾客确实可能取消订单的背景下,如果决策者在对订单进行定价时不考虑这一可能性,将会减小企业获得的最大期望利润。     

基于Priceline的买方/卖方定价收益管理问题

以著名逆向拍卖网站 Priceline 为背景,研究买方定价和卖方定价下的收益管理问题.假定顾客到达是一任意的更新过程,决策时刻为顾客到达时刻,所以决策是离散时间的.建立了两种定价方式下的马氏决策过程模型,获得了最优策略的表达式.在传统收益管理问题中,通常是卖方定价、连续时间决策、同时需要假定顾客到达是一 Poisson 过程.对于买方定价,文中证明了,卖方是否知道到达顾客的报价信息不影响他的收益;同时,随着剩余物品数的增加,卖方的期望收益递增,而边际收益递减,最优价格(或报价)递减.文中讨论两种定价方式下卖方的期望收益之间的关系.考虑了顾客需求是多重的情形.最后,数值分析表明文中所得的结论是成立的.     

基于异质性顾客心理期望等待时间的优先权服务定价研究

本文以非抢占式M/M/1排队系统为背景，以企业收益最大化为目标，基于顾客异质性(单位时间等待成本不同)将顾客分为两类，针对顾客的心理期望等待时间对服务提供商最优定价策略的影响进行研究。首先研究优先权顾客心理期望等待时间对企业收益的影响以及相应的优先权定价，然后研究优先权顾客和普通顾客同时存在心理期望等待时间对企业收益的影响和相应的优先权定价。研究表明：仅考虑优先权顾客的心理期望等待时间，企业应通过提高优先权定价来获得最优收益；当优先权顾客和普通顾客同时存在心理期望等待时间时，企业仍然采取提高优先权定价的策略，若普通顾客的价值大(获取服务的基本费用大)，企业应对普通顾客提供一定的折扣来消除其心理期望等待时间增加企业收益；如果普通顾客的价值较小，企业应“有意”流失部分普通顾客，吸引更多顾客到优先权队列获取服务来获得更多收益。本文研究对于服务提供商在考虑顾客心理期望等待时间基础上设置最合理的队列机制有一定的指导意义和实际应用价值。     

两种激励条件下三级供应链产品质量控制策略研究

本文基于四阶段Stackelberg博弈分析,研究了在三级供应链中如何进行产品质量控制策略问题。构建了由制造商、零售商与最终顾客组成的三级供应链博弈模型,制造商进行产品质量决策,即生产高质量产品或者低质量产品,零售商进行产品采购决策和零售定价决策,最终顾客根据两种产品质量水平和零售价格的差异,决定产品的购买数量;当零售商采购高质量产品时,制造商将会向其提供价格折扣策略;当零售商采购低质量产品时,制造商将会向其提供延迟付款策略。运用最优化原理,求解了制造商的产品质量水平、价格折扣、延迟付款期限和零售商的零售价格、最终顾客的购买数量,及期望收益函数。进行了算例分析,结果表明:高质量产品零售价格关于价格折扣下降幅度更大,而低质量产品零售价格关于延迟付款期限下降幅度更大;制造商提供的价格折扣越大、延迟付款期限越长,其期望收益将会减少,此时零售商的期望收益将会增加,最终顾客产品需求量将会增加;制造商的总期望收益函数将呈现"倒U"型,求解了期望收益的最大值及各契约参数的值,结果证明所提出的产品质量控制策略是可行的。     

两类拍卖的收益等价性和均衡投标价格排序

以收益等价原理为基础,在独立私人估价模型假设下将四类基本拍卖形式与两类全支付拍卖形式进行对比研究.依据买者的均衡期望收益、卖者的均衡期望收益和均衡期望报价这三个指标,给出了排序关系.得出了报价虽然不同,但不同拍卖形式中买卖双方期望收益等价的结论.并将收益等价原理用于均衡策略的求解.     

浅议军品管理与报价的虚高问题

军品定价成本是指制定军品价格时所依据的计划成本，故其定价的基础是计划完全成本；而实际工作中，则是以承制单位报价军方审核的方式进行，形成了以实际完全成本为基础进行定价。这客观上对军品生产企业高报价格起着推波助澜的作用，鼓励企业以高估成本、提高价格来获得更多的利润。因此，必须改变现行军品价格的定价基础。本文从改革定价方式、营造公平价格环境方面对军品报价虚高问题进行了分析。     

方差和偏度的风险价格

在互换合约的统一框架下,采用无模型方法提取方差和偏度的风险价格,研究隐含风险价格的时序和期限结构特征、定价和信息含量.利用S&P500指数期权数据发现:1)对于多个互换合约期限,方差风险价格显著为负,偏度风险价格显著为正;2)方差风险价格和偏度风险价格有不同的水平因子和凸度因子,却拥有相同的斜率因子;3)隐含风险价格无法被规模、账面市值比、动量和宏观变量等所解释,能被市场超额收益因子部分解释,且在股票横截面收益被显著定价;4)隐含方差和隐含偏度分别对已实现方差和已实现偏度具有预测作用,但并非无偏期望;5)方差风险价格与偏度风险价格具有高达-0.86的相关性,可能受同一风险因子驱动;6)市场整体的风险厌恶系数大致为4～6,为风险态度的相关研究提供数值参考.     

考虑支付痛苦钝化的在线产品预售定价策略

在线产品定价是平台经济的重要研究领域,两阶段混合预售是线上销售的一种主流模式。顾客在线上购买过程中,支付方式和预售模式对消费者行为和产品定价具有重要的影响。基于两阶段混合预售模式,本文考虑支付痛苦钝化效应对消费者购买心理的影响,建立相应的产品定价模型,得到了在线产品的最优预售价格、最优销量和最优利润,分析了支付痛苦钝化对消费者行为和在线产品最优定价的影响机制。理论和数值分析表明,两阶段混合预售策略更有利于卖方收益最大化;受支付痛苦钝化效应影响,折扣预售并非一定是产品最优选择策略,痛苦钝化因子是影响产品预售策略的重要因素。本文成果将进一步丰富平台经济下的顾客行为和产品定价研究,为平台企业和商家制定预售和产品定价策略提供决策依据。     

考虑顾客策略行为的易逝品定价与再制造柔性补货机制研究

本文将再制造作为一种柔性补货机制,研究了考虑顾客策略行为的易逝品定价和再制造柔性补货问题。研究表明顾客策略行为减少了零售商的期望利润,再制造柔性补货机制可以缓解顾客策略行为的影响,提高零售商的期望利润,最后分析了该机制对消费者剩余和社会福利的影响。     

基于顾客心理期望等待时间的服务策略研究

顾客在排队系统获取服务时，会存在心理上的期望等待时间，该期望会影响顾客在排队系统中的行为变化和流动，从而影响企业收益。本文以传统的M/M/1排队系统为背景，基于顾客存在期望等待时间的前提下，以企业收益最大化为优化目标进行研究。首先，对相应基础理论和模型假设进行介绍；其次，对顾客存在心理期望等待时间情形提出三种新的策略：重新定价、通过折扣对顾客期望值进行调整、提高服务率；然后，分别对上述三种策略进行优化分析，并同现有结果进行比较；研究表明：三种策略都比维持原有定价带来更大收益；当折扣力度较小时或顾客对费用感知强于时间感知时，折扣策略优于重新定价策略；当折扣力度较大或顾客对时间感知强于费用感知时，重新定价策略优于折扣策略；最后，通过对最优结果分析提出相应管理启示。本文的研究对于顾客存在心理期望等待时间的服务定价具有重要的指导意义和实际应用价值。     

Power,authority and legitimacy

Management, human resources, organization, control, leadership, etc., all seem to be just so many euphemisms for power, and this suggests a discourse of management and organization that calls things by their proper name. This paper on the contrary stresses the need to resolve the concept of ‘power’ itself into more differentiated notions, and proposes that clarification may be derived from distinctions once explicit in the vocabulary of Classical antiquity, but lost in modern European languages. It argues that nothing but confusion in thinking about organizations, management and legitimation can result from the failure to recognize that the phenomena this vocabulary identifies and distinguishes are irreducibly different.     

A new lease for life? The return of vitalism in management and organization studies

This paper starts from a growing interest in the concept of concern, lived experience or “inhabiting” as part of the so-called “affective turn”. My main argument is that the notion of concern cannot be thought or understood without the concept of life. The concept of life, however, is somewhat of a taboo topic in the social sciences. I hold, nevertheless, that in order to reflect on their assumptions and to define concern for their own studies, scholars need to think about life and make a choice regarding the various approaches that can be taken. I therefore present and compare four vitalist approaches: romanticism and Lebensphilosophie, vitalism as ethos and pathos, neuroecosociality as well as vitalism as becoming.     

Effects of the implementation of information technology on employees' strain and job satisfaction: a context-dependent approach

The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not include the enhancement of employee qualifications, (2) character-based user interfaces are not replaced, and (3) employees have few or no opportunities to participate in the implementation process.     

Consequences of work-family conflict on employee well-being over time

The effects of work-family conflict on the well-being of a diverse sample of 342 non-professional employees from the greater Los Angeles area were examined. Data were collected at two points in time, and a rigorous research design was employed. The effects of self-report bias were considered by controlling for social desirability bias, and by collecting two sources of data (i.e. self-reports and co-workers reports). The results revealed that work-family conflict predicted employee well-being over and above social desirability bias. In addition, analyses were consistent when both self-reports and co-workers reports were utilized. Finally, work-family conflict was a longitudinal predictor of employee's positive well-being. Both cross-sectional and longitudinal analyses were consistent across self-reports and co-worker reports.     

Policy Goals for Health and Safety

Health management and safety regulation are separate disciplines but share the aim to extend expectancy of life in good health. The need to improve cost-effectiveness calls for their co-ordinated management according to a unified rationale. Three guiding principles of accountability, demonstrable net benefit and a uniform measure of performance, have been laid out in Canada by the Joint Committee on Health and Safety. They call for open accounting in terms of (health-related quality-adjusted) life expectancy. The principles are utilitarian in format but, it is argued, inequity is naturally diminished in the process of optimizing cost-effectiveness through maximum marginal returns. Comments are made on practical implementation. The need for public consent in practice calls for two additional principles reflecting fair procedure and sovereignty of the citizens. It is concluded that public health and safety measures should be surveyed, documented for cost-effectiveness and prioritized for improvement.     

Ethical Mindsets of Christianity and Confucianism: A Comparative Study

This study investigates the application of an organizational mindset instrument to compare the ethical mindsets between Italy and Taiwan. Results suggest that there are not significant differences, but Italian business is perceived to practice some Machiavellianism that puts results ahead of ethical concerns.     

The myth of change management: A reflection on personal change and its lessons for leadership development

Abstract

In this article I reflect upon my own personal learning when faced with significant individual change, leaving a corporate role to start my own business and returning to serious study after twenty-five years of neglect. I look at the relationship between individual and organizational change, trying to reconcile the mechanistic models of change ingrained by years of practice with new insights gleaned from my own personal transition. Implications for change agents include taking a more adaptive and multi-dimensional approach to change, rather than vainly trying to manage it. For people developers it may question the way we develop leaders and managers to cope with change. And all of us may decide we can be better at learning how to embrace perpetual change and perpetual learning as part of the same unpredictable process.     

The Japanese version of the Effort-Reward Imbalance Questionnaire: a study in dental technicians

To test the psychometric properties and criterion validity of the Japanese version of the EffortReward Imbalance (ERI) Questionnaire (Siegrist, 1996), a survey was conducted among 105 male dental technicians. The Japanese version of the questionnaire was developed through a backtranslation process. Internal consistency and factorial structure were tested and the criterion validity with respect to musculoskeletal symptoms was estimated with the help of a correlation matrix and logistic regression analysis. In psychometric terms, the factorial structure of the scales measuring the components of the theoretical concept was replicated satisfactorily, and internal consistencies of the scales measuring the extrinsic and intrinsic components of the model were appropriate. Significant associations between components of the ERI and musculoskeletal symptoms were found. Logistic regression analysis revealed a significantly elevated risk of musculoskeletal symptoms in participants scoring high on the scale measuring the model's intrinsic component, 'overcommitment'. This study indicates that, at least for the occupational group under study, the Japanese version of the ERI Questionnaire is a feasible and psychometrically well justified new measure for assessing psychosocial stress at work with relevance to health.     

Axiomatic Equilibrium Selection for Generic Two‐Player Games

For a finite game with perfect recall, a refinement of its set of Nash equilibria selects closed connected subsets, called solutions. Assume that each solution's equilibria use undominated strategies and some of its equilibria are quasi‐perfect, and that all solutions are immune to presentation effects; namely, if the game is embedded in a larger game with more pure strategies and more players such that the original players' feasible mixed strategies and expected payoffs are preserved regardless of what other players do, then the larger game's solutions project to the original game's solutions. Then, for a game with two players and generic payoffs, each solution is an essential component of the set of equilibria that use undominated strategies, and thus a stable set of equilibria as defined by Mertens (1989).