基于主观逻辑方法的消费者多源信任融合模型

 社会化商务中，消费者依赖在线口口相传建立感知信任，其本质是复杂网络上的多源信任融合问题。国内外学者对多源信任融合问题进行了大量研究，并以主观逻辑方法为代表形成了信任融合方法的研究体系。然而，由于社交网络中消费者感知信任的多源性和高度主观性以及用户生成内容的海量化，给多源信任融合模型带来量化难、实时处理难和融合难等问题。        针对上述难题，提出“先聚类、后融合”的研究思路，先对海量推荐信息进行聚类，再融入感知信任的主观因素构建多源信任融合模型。首先，将推荐信息间的相似性作为节点关系，从社交网络中抽取出推荐信息相似性网络，用谱平分方法对聚簇进行划分，实现对推荐信息的聚类；其次，用网络属性度量感知信任的影响因素，从复杂网络视角出发，提出消费者感知信任定性因素的量化方法；再次，以多属性决策方法为基础，改进主观逻辑方法构建多源信任融合模型，从而将感知信任的影响因素融入主观逻辑方法，突破主观逻辑方法只考虑推荐信息和网络路径的局限性；最后，通过仿真实验对推荐信息实验数据进行聚类，并分析主观因素对感知信任意见空间的调节作用，验证模型的可行性。        研究结果表明，研究模型能够快速划分推荐信息相似性网络，客观地量化感知信任的影响因素，使其融入信任度计算之中，且能够体现消费者感知信任的主观性和异质性。从仿真实验结果看，该模型能够有效解决大规模社会网络中推荐信息海量化问题，权威程度、从众行为和主体间亲密度等影响因素对信任度计算结果起调节作用。该模型将信任融合模型扩展到社会化商务领域，可以帮助商家评价已有消费群体对新消费者感知信任的影响力，为大规模网络中消费者感知信任的度量和预测提供新视角，为商家实时分析消费者感知信任意向和制定营销策略提供方法支持。对于难以建立新消费者信任的商家，可以通过制定激励机制来提高用户生成内容量，培养或引入权威人士作为明星节点，建立有主题的小社区等形式来促进主体间交流，增强消费者之间的亲密度，从而提高消费者感知信任。     

基于DTPB的移动O2O商务消费者采纳行为研究

为揭示影响消费者对生活服务类移动O2O商务采纳的关键因素及其相互关系,基于分解的计划行为理论(DTPB),从信任、情景感知及感知价值视角,对移动O2O商务消费者采纳行为进行实证研究。通过问卷调查,收集283份有效问卷,采用SPSS和Smart PLS软件进行统计分析。研究结果表明,已有的移动商务消费者采纳行为研究的部分结论在移动O2O场合同样成立,但在移动O2O商务环境下,(1)消费者的行为态度对行为意向的影响远大于感知行为控制及主观规范对行为意向的影响;(2)感知价值对消费者使用态度的影响远大于服务提供商信任和情景感知,而情感与社会价值对用户总体感知价值的影响超过便利性价值和经济价值;(3)技术信任对使用态度没有直接影响,但会通过影响服务提供商信任间接影响用户的使用态度和使用意向。因此,移动O2O服务提供商应采取有效措施来提升用户的感知价值,引导消费者行为态度,而不能仅强调技术先进。     

不同群体网上银行使用意向影响因素的比较研究

以科技接受模型为主要理论基础,结合网上银行的特点,将感知风险和对电子渠道的信任因素同时引入模型,把网上银行个人客户分为在职、学生、使用者和潜在使用者四个群体,采用结构方程模型方法对影响我国不同群体网上银行使用意向的因素进行了实证比较研究.研究表明,不同群体网上银行使用意向的影响因素存在差异,但各个群体中对电子渠道的信任因子对使用意向的总效应均明显高与其它因子.     

消费者重复购买意向及其影响因素的实证研究

探究了感知价值、顾客满意、转移成本和消费时间间隔4个因素对重复购买意向的影响。结果发现感知价值、顾客满意、转移成本对重复购买意向有正相关关系,而消费时间间隔对重复购买意向并无显著的影响关系。同时,感知价值与顾客满意之间存在正向的影响关系,转移成本与顾客满意之间并不存在显著的影响关系。     

网络商店的在线口碑传播:信任的中介及性别的调节作用

论文通过研究消费者关于网络商店商品价值和商业政策的感知对其信任及在线口碑传播的影响,并以信任-承诺理论为基础,探讨消费者的信任在感知价值、商业政策与在线口碑传播之间的中介作用。另外还探讨了不同性别消费者的信任对在线口碑传播影响的差异。实证研究结果表明,感知价值、商业政策有助于提升消费者对网络商店的信任,从而形成在线口碑传播,而信任在感知价值、商业政策与在线口碑之间起着完全中介作用。结果还显示性别对于信任与在线口碑传播之间关系的调节作用,男性消费者的信任对其在线口碑传播比女性具有更强的影响。     

非交易类虚拟社区用户忠诚度影响因素实证研究

在已有文献基础上,建立了非交易类虚拟社区用户忠诚度影响因素理论模型,并提出了相关假设。设计了关于非交易类虚拟社区用户忠诚度影响因素的调查问卷并进行了实证调查。研究发现:感知质量与感知价值、满意度、信任显著正相关;感知价值与满意度显著正相关;满意度与忠诚度显著正相关。信任与忠诚度没有显著的相关性。     

C2C环境下顾客初始信任的影响机制研究:网上购物经验的调节作用

本文基于网上购物经验不同的顾客,运用实证研究探讨了C2C环境下顾客初始信任的影响机制。结果表明,感知产品、感知信用评分和感知客户评论均显著影响顾客初始信任;网上购物经验显著调节感知产品和感知信用评分对顾客初始信任的影响,而对感知客户评论与初始信任的关系未起到显著调节作用。本文深化了顾客初始信任的理论研究,对网上店铺赢得顾客初始信任及顾客购买意愿具有实践意义。     

被信任的代价:员工感知上级信任、角色负荷、工作压力与情绪耗竭的影响关系研究

在组织管理中,上行信任和下行信任都是对员工情绪、态度有重要影响的信任类型,而下属对上级信任的感知(Felt trust)是近年来才兴起的另一种重要信任类型,被认为是唤起员工知觉的重要前提。员工感知被上级信任主要包含上级对下属的依赖(Reliance)感知、上级对下属的信息透露(Disclosure)感知。本文借助351份三阶段纵向数据样本,研究发现:(1)下属感知到上级的依赖与下属感知到的角色负荷(工作压力)显著正相关;下属感知到上级的信息透露与下属感知到的角色负荷(工作压力)显著正相关;(2)下属感知到的角色负荷和工作压力在以上关系中发挥中介作用;(3)规范强度在感知上级依赖与下属的角色负荷感知(工作压力感知)之间起调节作用,即下属所在组织对服从上级、忠诚于上级越强调,也即规范强度越强,感知上级依赖与下属的角色负荷感知(工作压力感知)之间的作用越会得到增强;规范强度在感知上级信息透露与下属的角色负荷感知(工作压力感知)之间起调节作用,即下属所在组织对服从上级、忠诚于上级越强调,也即规范强度越强,感知上级信息透露与下属的角色负荷感知(工作压力感知)之间的作用越会得到增强。研究结果对于"被信任也可能付出代价以及为什么会付出代价"的问题提供了一个新的解释,也使管理者真正清楚"信任作为一种策略用于管理员工,对员工而言未必总是好的,也有可能引致员工的工作压力和角色负荷,甚至情绪耗竭"。     

政府电子服务使用意向决定因素实证研究——以企业网上纳税系统为例

公众对政府电子服务的低接受率成为了制约电子政务发展的瓶颈.政府电子服务使用意向决定因素的研究对于实践中如何解除这个瓶颈具有重要的理论指导意义.本文以企业网上纳税系统为例.基于技术接受度模型和潮流压力等理论,探讨了政府电子服务使用意向的决定因素.基于浙江省93家企业的问卷调查数据的实证研究表明:感知价值、社会影响、企业对政府的信任是企业网上纳税系统使用意向的主要决定因素;而感知易用性、管理就绪度、企业对网络安全的信任和外部压力对使用意向没有影响.     

对生活垃圾源头分类行为意向的研究

本文以性别、年龄、受教育程度和收入等社会人口统计变量为研究重点，运用实证研究方法，分析了不同居民群体在生活垃圾源头分类行为意向上的差异。研究结果表明收入和受教育程度在目标意向和执行意向上均具有显著差异，性别仅在执行意向上存在显著差异，而年龄在目标意向和执行意向中均不存在显著差异，这一结论可以为决策者制定相关政策，促进城市居民生活垃圾源头分类提供决策参考。     

客户关系管理价值链研究

在电子商务时代,以客户为中心的客户关系管理(CRM)成为增强企业核心竞争是客户价值管理,本文对CRM价值链进行了初步探讨,提出了CRM价值链模型,并对CRM价值链的基本阶段及其支持条件进行了深入的分析.     

The management of development— The next decade

In this article the author argues that the last decade of development has proved to be a myth. He suggests that the poor countries have probably been exploited during this period. He believes that ‘aid’ programmes have badly misfired. However he is constructively critical and puts forward guidelines for planning and action. While he acknowledges that the task is huge he believes that we have the potential, given the desire to achieve success.     

项目团队有效性的影响因素界定与实现

本文从项目管理的层面界定了影响项目团队有效性的五个因素即团队价值观、人际互动关系、角色分配、团队领导的能力与团队智慧,这些因素无一不受到项目团队的学习能力的影响,因此,项目团队的学习是提高项目团队有效性的重要途径.由此,本文给出了项目团队的IWRAM学习模式和深度汇谈的具体学习方法.     

The Dynamism of Organizational Practices: The Role of Employment Blueprints

This paper explores how founders’ blueprints affect the dynamism of organizational practices, and in particular the capability to sustain as well as change practices. First, a theoretical argument is developed on the critical role of founders’ blueprints of the employment model, which are difficult to alter and mark firms’ future paths by affecting the dynamism of organizational practices over an extended period of time. Subsequently, case studies of several organizational practices in three management consulting firms in the USA, the Netherlands and the UK illustrate how founders’ conceptions of the employment relationship (i.e. their employment model) affect the way in which competing demands of continuity and renewal are addressed. Moreover, engineering‐ or commitment‐oriented blueprints appear to facilitate the capability to adapt, while autocratic blueprints do not.     

The Decline of Deference: The Political Context of Risk Communication

Risk communication is seen as an important adjunct to the process of siting locally noxious facilities. To understand how risk communication might function in such a process, one needs to understand the political context that gives rise to public opposition to such facilities in the first place. This analysis draws on a variety of data to describe the decline of deference, a situation in which a hostile and alienated public is mobilized primarily through ad hoc voluntary organizations, and is increasingly reluctant to defer important decisions to institutional elites. Risk communication programs must be designed to offset the trends that result in the decline of deference. This conclusion differs markedly from the conventional wisdom that risk communication is merely a device for providing information to citizens so sthat they may make more rational decisions.     

The multinationalization of developing country MNEs: The case of multilatinas

I study the multinationalization — the decision to establish foreign direct investment (FDI) — of developing country firms, in particular Latin American ones or “Multilatinas”. Despite a long exporting tradition, many firms in Latin America have only recently become multinational enterprises (MNEs). The analysis of case studies reveals three insights. First, Multilatinas take a long time to become MNEs, reflecting the additional challenges and need for sophisticated advantages for establishing FDI. Second, Multilatinas are induced to become MNEs after changes in the home country that follow structural reform induce them to upgrade their competitiveness to international levels. As a result, they can overcome the difficulties of establishing FDI and become MNEs. Third, Multilatinas follow four strategies in their selection of the country where to establish FDI first depending on the interplay between difficulties and advantages of operating abroad. These three arguments build on and link the notion of advantages of internationalization put forward by the eclectic paradigm of international production and the idea of difficulties in internationalization presented by the incremental internationalization model. The strategies are explained by the balancing of the ease of overcoming difficulties and the advantages derived from foreign operations.     

The Determinants of Management Development: The Views of MBA Graduates

This article is derived from survey data obtained from a structured sample of 450 MBA graduates and is part of a wider programme of research investigating the current state of management development in Britain. The intention is to analyse the determinants of the amount, the methods and the impact of management development systems in UK organizations and to assess these findings in relation to a comparable analysis of HRD managers. Both the amount and the variety of management development methods are greater than has been previously reported and, for the HRD sample, the impact of this activity is broadly positive. While agreeing on the amount, MBA managers are less enthusiastic about the availability and effectiveness of management development they have experienced. Overall, the management development policy choices made by organizations are consistently the most influential in determining outcomes, and the implications for this are discussed.     

The Retirement Syndrome:: The Psychology of Letting Go

This article analyzes a problem that can be described as the retirement syndrome. In exploring the difficulties many leaders face in letting go at the end of a full career, it reviews a number of the barriers to exit: financial, social, and psychological. It looks at the physical and psychological effects of aging, in the context of retirement; examines the experience of nothingness that single-minded careerists often feel after retirement; describes the talion principle, a subliminal fear of reprisals; and discusses the ‘edifice complex,’ the wish to leave behind a legacy. The article concludes with suggestions as to how individuals and organizations can develop more effective and humane disengagement strategies.     

项目合同纠纷解决中的法律因素

文章从两个方面论述了项目合同纠纷的解决,一方面将规避产生项目合同纠纷的因素归入到"纠纷解决"的范畴,分析了产生项目合同纠纷的法律因素;另一方面对项目合同纠纷解决的几种途径作了分析和比较,使项目管理者能选择最有效的途径解决纠纷,从而保证项目的顺利实施及项目目标的的完整实现.