商店形象对自有品牌信任及购买意愿影响的实证研究

零售商自有品牌是零售企业增强竞争优势的重要途径,是零售企业新的利润源泉。然而在我国,消费者对自有品牌的不了解阻碍了其对自有品牌的信任程度及购买意愿,零售商对商店形象等重要因素影响自有品牌信任及购买意愿的理解非常有限。国内对商店形象与自有品牌信任及购买意愿的关系没有进行深入探讨。这些直接制约了我国零售商自有品牌的发展。在系统梳理国内外相关研究文献和对零售行业专家和熟悉自有品牌的消费者进行深度访谈的基础上,构建了商店形象对自有品牌信任及购买意愿的影响模型,通过商场拦截和因特网访谈的形式发放问卷,运用多种方法进行实证检验。研究结果发现:商店功能形象对商店情感形象有显著的正向影响;商店形象可通过感知风险间接影响品牌信任,从而影响购买意愿;商店功能形象可直接影响品牌信任,从而影响购买意愿;感知质量差异可调节感知风险与品牌信任的关系;个人特殊信任倾向不能调节感知风险与品牌信任的关系。据此,结合我国零售商自有品牌发展的实际问题,本文提出了相应的对策性建议。     

产业集群环境下的企业品牌纵向合作关系研究

揭示集群企业品牌纵向合作关系作用于企业品牌提升的内在机理,对指导集群内企业品牌提升实践具有重要意义。集群企业品牌纵向合作关系表现为基于产品供应、技术创新和营销协同三类合作关系。本文以需求供给模型为基础,构建了集群企业品牌纵向合作关系的数理模型,对集群企业品牌合作关系的形成及对品牌提升的作用机理进行了分析。模型分析表明:在产业集群环境下,上游品牌的行业地位越稳定,集群信任程度越高,纵向合作关系形成的可能性越大;在合作关系发生的情形下,集群信任程度越高,下游品牌产品价格竞争力越强,品牌合作绩效越高。     

基于顾客承诺的IT业品牌忠诚形成机制研究

针对"顾客满意悖论"现象,引入心理学中的承诺机制,探讨了顾客满意、顾客信任和顾客承诺对品牌忠诚度的递推影响作用。研究发现,顾客满意、顾客信任不仅对品牌忠诚有直接的影响,还通过顾客承诺的中介作用间接影响品牌忠诚。由此,欲建立品牌忠诚的企业,不仅要强调顾客满意和顾客信任,还要提高顾客情感承诺和持续承诺,通过增加顾客转换成本和情感依赖,获得品牌忠诚,降低客户流失。     

物流服务业服务品牌对客户关系感知的影响研究

从实证角度研究了物流服务业品牌对客户关系感知的影响。构建了包括专业技能、企业声誉、企业承诺和沟通4个要素的物流服务品牌概念模型,通过对物流行业的客户进行问卷调查,运用结构方程模型展开实证研究。研究结果显示,声誉对质量感知有显著影响,专业技能和承诺对客户信任有显著影响,沟通对质量感知和客户信任均具有显著影响。     

虚拟社区成员之间互动对品牌信任的影响

笔者基于虚拟社区环境,对社区成员之间的互动和品牌信任进行了分析,提出研究模型和假设,并通过网上调查,利用209份有效样本数据的分析,验证了本文的研究模型和假设。根据研究和分析结果,提出了企业通过虚拟社区成员之间的互动提高品牌信任的对策。     

消费者品牌信任机制建立及影响因素的实证研究

诚信危机是现代企业面临的严峻问题,而营销领域关于消费者对品牌信任建立的理论与实证研究还很匮乏。笔者在访谈和文献基础上,将相关领域的机制性研究与前因性研究两种方法相结合,提出了消费者品牌信任建立的三种机制(经验机制、计算机制和转移机制),并探查出能够反映每种机制的五个变量(感知质量、顾客满意、感知风险、经济价值和品牌声誉)。通过在化妆品行业收集的数据,使用结构方程模型分析,结果表明,经验机制和计算机制对建立品牌信任起作用,其中经验机制的作用最大。     

服务品牌内化结果的实证研究——基于员工忠诚度视角

员工是消费者感知和信任品牌的重要来源。笔者从员工忠诚视角,探讨服务品牌内化结果模型,并以物流服务为例进行实证研究。结果表明:除了品牌内部认知与品牌忠诚间的相互关系不显著外,服务型企业的五个品牌内化特征与员工品牌内化的品牌认同、品牌忠诚维度之间均存在显著的正相关性;员工品牌内化的品牌认同、品牌忠诚维度均与员工忠诚之间存在显著的正相关性。这一结论为服务企业的品牌建设和员工忠诚,提供了有价值的启发和借鉴。     

品牌成长过程中价值承诺实现路径研究——基于价值共创视角

品牌是利益相关者之间的一种价值承诺,顾客参与有助于品牌价值承诺的实现。基于品牌成长不同阶段价值承诺与顾客参与的特征差异,构建品牌成长过程中企业与顾客通过品牌价值共创实现价值承诺的主要路径,包括企业主导的品质共创、企业与顾客的服务共创、顾客与企业的信任共创、顾客主导的符号共创四个递进阶段。文章选取江小白、巨鲨医疗和哔哩哔哩三个品牌案例进行分析,验证了理论框架的正确性,为品牌成长提供理论及实践指导。     

通过产品质量维护大品牌企业声誉及消费安全的分析

随着"三鹿奶粉事件"、"双汇瘦肉精事件"等产品安全问题的曝光,大品牌企业的产品质量遭到质疑,失去了消费者的信任。品牌的树立对于企业来说至关重要,与企业产品质量有着密不可分的关系。本文将从品牌对于企业的积极影响,产品质量、消费安全以及采取措施等方面进行分析。     

农产品风险对农产品品牌信任的影响——基于风险认知视角

本文基于风险认知视角,通过问卷调查研究了农产品安全风险对农产品品牌信任和农产品品牌购买意愿的影响。研究结果发现,农产品风险认知与农产品品牌信任呈负相关;与农产品品牌购买意愿也呈负相关。进一步研究发现,品牌信任在风险认知与购买意愿之间起着调节作用。     

品牌信任对品牌态度、契合感知与延伸评价关系的影响

通过对278个有效样本的分析,重点考察了品牌信任对品牌态度、契合感知与延伸评价关系的影响。结果显示:品牌态度、契合感知对延伸评价有正向的影响关系;品牌信任对品牌态度与延伸评价关系具有部分中介作用;品牌信任对契合感知与延伸评价关系具有一定的调整作用。     

Negative spillover effects in brand cooperation

This research investigates negative spillover effects on brand trust and purchase intentions due to violations of implicit or explicit rules within brand cooperation (transgressions). In particular, this research examines a joint new product launch activity of a focal brand and a partner brand. Study 1, an experimental study with brand community members of the focal brand and different transgression scenarios, reveals fewer spillover effects on the focal brand when the partner brand is responsible for the transgression, and discovers more negative spillover effects on the partner brand when the focal brand causes the transgression. In other words, brand community members transfer the responsibility for the transgression to an external cause. Study 2 explores different forms of crisis communication in the context of a product launch delay and finds that a denial by the focal brand is more effective with respect to image restoration than a denial by the partner brand. However, when both brands deny responsibility at the same time, the denial negatively influences trust in both brands.     

How can perceived consistency in marketing communications influence customer–brand relationship outcomes?

This paper examines the impact of perceived consistency in marketing communications on customer–brand relationship outcomes. The perception of consistent message and image through different marketing communication tools is one of the basic principles of the integrated marketing communications (IMC) approach. Although literature suggests that IMC might have an influence on customer–brand relationship outcomes, empirical evidence that supports this assumption is still weak and inconclusive. Three main brand relationship outcomes are established for the purpose of the study, i.e. trust, commitment, and loyalty. The relationships between perceived communication consistency and brand outcomes are examined in a hospitality context on a sample of 452 respondents who had to evaluate fast-food brands. Structural Equation Modelling was employed as the main technique for data analysis using Partial Least Squares (PLS). Results reveal that communication consistency has a strong direct impact on brand trust and brand loyalty. Although its influence on affective brand commitment is found to be positive, it is not statistically significant. The interrelationship between three brand relationship outcomes is also corroborated. The study contributes to our understanding of the role of IMC in the relationship marketing paradigm and provides deeper insights into the impact of communication consistency on different relationship outcomes with fast-food brands.     

Servant leadership,employer brand perception,trust in leaders and turnover intentions: a sequential mediation model

The study aimed to examine the impact of the servant leadership style on employee turnover intentions by investigating the sequential mediating effects of employer brand perception and level of trust subordinates have in their leaders. Results of the study were obtained by analysing data collected from 253 employees working in Indian organizations. The results fully support the hypotheses proposed in the study, illustrating that perceived servant leadership style is negatively associated with employee turnover intentions. Further, servant leadership-turnover intentions relationship is sequentially mediated by employer brand perception and the level of trust subordinates have in their leaders. The study also found that only the servant leadership style followed by leaders was not enough to directly influence the level of trust employees placed in their leaders. A positive and strong employer brand perception emerged as an important mechanism that helped servant leaders gain the trust of their followers. The theoretical and managerial implications are further discussed in the light of these findings.     

品牌延伸:资产价值转移与理论模型创建

本文通过对品牌延伸(Brand Extension)的研究综述和实证研究,提出决定品牌延伸的三大因子,并在此基础上构成品牌资产价值(Brand Asset Value),进而研究其在品牌延伸过程中的价值转移,从而构成了评估品牌延伸成败的标准,最终将各种因子和评估标准进行整合,提出了品牌延伸的理论模型。     

Explicit and Implicit Trust Within Safety Culture

Safety culture is an important topic for managers in high-hazard industries because a deficient safety culture has been linked to organizational accidents. Many researchers have argued that trust plays a central role in models of safety culture but trust has rarely been measured in safety culture/climate studies. This article used explicit (direct) and implicit (indirect) measures to assess trust at a UK gas plant. Explicit measures assessed trust by asking workers to consider and state their attitude to attitude objects. Implicit measures assessed trust in a more subtle way by using a priming task that relies on automatic attitude activation. The results show that workers expressed explicit trust for their workmates, supervisors, and senior managers, but only expressed implicit trust for their workmates. The article proposes a model that conceptualizes explicit trust as part of the surface levels of safety culture and implicit trust as part of the deeper levels of safety culture. An unintended finding was the positive relationship between implicit measures of trust and distrust, which suggests that trust and distrust are separate constructs. The article concludes by considering the implications for safety culture and trust and distrust in high-hazard industries.     

Exploring the link between human resource practices and turnover in multi-brand companies: The role of brand units’ images

Using exploratory qualitative research undertaken in a multi-brand fashion company, this article investigates the role that brand units’ images play in the link between human resources management (HRM) practices and employee internal and external turnover. Our results suggest that the existence of imbalanced and differently attractive brand units’ images might weaken or remove the effectiveness of corporate HRM practices in keeping internal and external turnover rates low. This because employees may be interested in transferring to the most appealing brand(s) or, if not possible to do so, leaving the company. This article contributes to the debate regarding the use of HRM practices in multi-brand companies, especially in industries where both the brand and the product have a highly-symbolic content. Based on our conclusions, we recommend that brand units with less prestigious images compensate for their lower attractiveness with specific brand unit HRM practices to attract and retain their employees. Theoretical and policy implications of the findings are discussed.