隐私偏好设置与隐私反馈对移动商务用户行为意愿影响及交互作用的实证研究

随着互联网产业的快速发展，移动服务商能够更便捷地获取用户个人隐私信息，而对隐私信息保护又相对薄弱，从而导致用户越来越感知到个人隐私信息缺乏控制，也进一步影响着用户披露个人信息与使用移动商务的意愿，因而有必要探索新的隐私保护方法，并通过实证研究对其有效性进行验证。基于此，本文以公平理论、计划行为理论为基础，提出了面向移动商务环境的隐私偏好设置及隐私反馈，探究了其对移动商务用户披露个人信息与使用移动商务意愿（下简称行为意愿）的影响作用与机理，并采用PLS-SEM方法进行了实证研究。实证结果表明：所提出的隐私保护方法对用户感知的隐私控制（下简称感知控制）和行为意愿产生显著的直接正向影响，并通过感知控制间接正向影响用户的行为意愿，而隐私偏好设置和隐私反馈对用户行为意愿具有显著的负向交互作用，且隐私反馈对隐私偏好设置具有替代作用。     

Social networking and HRD

Social networking websites (SNSs) are becoming an increasingly predominant part of people’s daily lives, including working lives. Yet, very little academic research has been conducted on this influential social phenomenon from en employment perspective. This exploratory study examines the impact of SNSs on human resourcing (HR) through interviews with eight employees and three HR professionals to gain their views and experiences of SNS in the workplace. Key findings include how potential applicants are suspicious of the legitimacy of job advertisements seen on SNSs; managing the use of SNSs is increasingly difficult for organisations due to SNSs being widely available on mobile phones; disciplinary action is being brought against employees who are using SNSs inappropriately; and training sessions for employees regarding the use of SNSs significantly reduce inappropriate use of SNSs. Implications for further research and practice are considered.     

Framing social media communication: Investigating the effects of brand post appeals on user interaction

Social networking sites (SNS) play an increasingly important role in the mix of brands’ marketing communication. A key question for marketing departments, therefore, is how brand posts can be best framed to provoke positive user reactions and interactions. In order to better understand the determinants of communication success on SNS, we propose a theoretical framework of how users process posts on SNS. Its logic suggests that the overall theme of a post (“post appeal”) is a main antecedent of communication success. Thus, we empirically examine the effects of post appeals on user interaction by profoundly analysing a sample of 1948 Facebook posts. Results show that some post appeals have positive and others have negative impact on user interaction. Interestingly, some of the appeals with positive impact are rarely used by brands, while some of the appeals with negative impact are used quite frequently, indicating that brands currently do not grasp the full potential of post appeal strategy. This article concludes by discussing theoretical and managerial implications.     

电商平台与服务提供商的用户隐私信息管理策略研究

以移动商务环境下单个上游服务提供商和单个下游电商平台构成的两级供应链为对象,以用户隐私担忧为出发点,考虑了用户隐私担忧的异质性,构建了两阶段决策模型,研究了电商平台向服务商分享用户隐私的策略、服务商向消费者披露隐私利用信息的策略、服务商最优的隐私利用水平以及隐私保护投资强度,并对分散和集中决策型供应链的收益进行了对比分析。研究表明,电商平台与服务商分享和披露用户隐私信息的可能性均随着隐私不敏感用户比例的增加而增加;电商平台向服务商分享用户隐私可以有效改善供应链绩效,但服务商向用户披露其利用隐私信息的策略并不总是最优选择。最后,通过数值算例分析了隐私信息共享的集中和分散决策型供应链的收益情况,结果表明,前者的整体收益要大于后者。     

Enhancing Self‐Protective Behavior: Efficacy Beliefs and Peer Feedback in Risk Communication

In times of a high‐impact safety incident citizens may have a variety of sources available to help them cope with the situation. This research focuses on the interplay of efficacy information in risk communication messages and peer feedback, such as responses on social network sites (SNSs) in the context of a high‐impact risk on the intention to engage in self‐protective behavior. The study pitted high and low efficacy information messages against supporting and opposing peer feedback (N = 242). Results show a significant interaction effect between efficacy information in a news article and peer feedback from SNS messages on both the intention to engage in self‐protective behavior and levels of involvement. Participants who received the article with more efficacy information and also received supportive peer feedback via SNS messages were more likely to express higher levels of involvement and greater intentions to engage in protective behavior. When confronted with a low efficacious news article, the effect of peer feedback on these two variables was significantly stronger. Finally, implications for theory and government risk communication are discussed.     

Turnover intention: the effects of core self-evaluations,proactive personality,perceived organizational support,developmental feedback,and job complexity

Despite extensive examination of predictors for turnover and turnover intention, most studies have focused on attitudinal and behavioural aspects of individual employees. Based on a study of knowledge workers in a Korean conglomerate, we investigated the effects of personal (i.e. core self-evaluations and proactive personality) and contextual factors (i.e. perceived organizational support, developmental feedback, and job complexity) on turnover intention. There were modestly negative but significant correlations between the contextual factors and turnover intention. In addition, core self-evaluations were found to be negatively related to turnover intention. Managers and human resource development professionals could play a pivotal role in retention of these knowledge workers by building better practices related to organizational culture, providing job redesign, and engaging in other employee developmental practices such as coaching.     

基于应用扩展和网络论坛的领先用户识别方法研究

回顾了领先用户识别的电话网络法,分析了它的应用局限性。电话网络法只适合领先用户相对分散的情况下,企业需要找到部分领先用户为企业新产品概念开发贡献产品创意。但当领先用户的应用扩展到产品推广之后,为了使领先用户在市场中的领导地位能影响普通用户,并进一步带来更好的新产品绩效,需要找到目标群体中的全部领先用户。网络论坛的设立使得领先用户在产品开发论坛中相对集中,从而问卷法识别领先用户的效率能够得到保证。确立了识别领先用户的三大指标:市场或技术趋势、客户收益、信息复杂性。用统计学与概率论的方法建立了领先用户的识别模型。     

The Determinants of DSS Success: An Integrated Model*

The results of a field study investigating the determinants of decision support systems (DSS) success are presented. A multivariate model was developed and tested using multiple regression hierarchical analysis on responses from 118 DSS users. Several specific hypotheses are also proposed and tested. Data analyses indicate that DSS success, as measured by DSS satisfaction and perceived benefits, depends on several factors: previous user experience with DSS, user involvement, user training, top management support, information sources, the level of managerial activity, and task structure, difficulty and interdependence. Based on the research results, several suggestions are made to improve the likelihood of successful DSS implementation.     

即时通讯服务使用行为的影响因素实证研究

基于因特网的即时通讯(instant m essage,IM)因其即时、快速、有效的优点,使用者越来越多。随着V oIP技术的发展,其大有取代电子邮件和固定电话之势。基于技术接受模型(TAM),从感知的有用性、感知的易用性、“沉浸”体验、感知的趣味性和隐私5个方面分析我国互联网用户接纳IM应用服务这种行为意向的影响因素,并采用结构方程模型(SEM)实证分析了5个因素对即时通讯使用行为意向的影响,最后提出了对策建议以及进一步研究的方向。     

Confirmatory Factor Analysis of the End‐User Computing Satisfaction Instrument: Replication within an ERP Domain*

Over the past decade, organizations have made significant investments in enterprise resource planning (ERP) systems. The realization of benefits from these investments depends on supporting effective use of information technology (IT) and satisfying IT users. User satisfaction with information systems is one of the most important determinants of the success of those systems. Drawing upon a sample of 407 end users of ERP systems and working within the framework of confirmatory factor analysis (CFA), this study examines the structure and dimensionality, and reliability and validity of the end‐user computing satisfaction (EUCS) instrument posited by Doll and Torkzadeh (1988) . In response to Klenke's (1992) motion to cross‐validate management information system (MIS) instruments and to retest the end user computing satisfaction instrument using new data, this study's results, consistent with previous findings, confirm that the EUCS instrument maintains its psychometric stability when applied to users of enterprise resource planning application software. Implications of these results for practice and research are provided.     

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。     

Expanding the Reach of Participatory Risk Management: Testing an Online Decision‐Aiding Framework for Informing Internally Consistent Choices

This article presents research aimed at developing and testing an online, multistakeholder decision‐aiding framework for informing multiattribute risk management choices associated with energy development and climate change. The framework was designed to provide necessary background information and facilitate internally consistent choices, or choices that are in line with users’ prioritized objectives. In order to test different components of the decision‐aiding framework, a six‐part, 2 × 2 × 2 factorial experiment was conducted, yielding eight treatment scenarios. The three factors included: (1) whether or not users could construct their own alternatives; (2) the level of detail regarding the composition of alternatives users would evaluate; and (3) the way in which a final choice between users’ own constructed (or highest‐ranked) portfolio and an internally consistent portfolio was presented. Participants’ self‐reports revealed the framework was easy to use and providing an opportunity to develop one's own risk‐management alternatives (Factor 1) led to the highest knowledge gains. Empirical measures showed the internal consistency of users’ decisions across all treatments to be lower than expected and confirmed that providing information about alternatives’ composition (Factor 2) resulted in the least internally consistent choices. At the same time, those users who did not develop their own alternatives and were not shown detailed information about the composition of alternatives believed their choices to be the most internally consistent. These results raise concerns about how the amount of information provided and the ability to construct alternatives may inversely affect users’ real and perceived internal consistency.     

The Impact of Information System Personnel Skill Discrepancies on Stakeholder Satisfaction

System development efforts depend to a large degree upon how well information systems (IS) managers, IS specialists, and IS users work together in a project team structure. Yet, these individuals frequently work under different perceptions about matters of importance to development, management, and success. This paper introduces a framework for examining IS specialists' skill requirements from a multiple‐stakeholder perspective. Derived from discrepancy theory, the framework concedes that different stakeholders hold a variable set of expectations for IS personnel skill levels as well as a perception of skills held by IS personnel. We examine differences in expectation and performance expressed by each group and describe the impact of the discrepancy on user satisfaction, career satisfaction of IS specialists, and on job performance evaluations by IS managers. Results confirm that a discrepancy between an IS specialist's expectations of skill and their perceived skill self‐proficiency impacts career satisfaction. Similar relations hold for IS managers and users. Since different stakeholders may hold different perceptions, satisfaction of all parties becomes problematic unless a common frame of reference can be determined.     

基于感知视角的非营利组织服务质量、捐赠效用对个人捐赠意愿影响研究

采用实证的方法验证非营利组织服务质量感知及捐赠效用感知2个构念的子维度结构,并对非营利组织服务质量感知、捐赠效用感知及其子维度与个人捐赠意愿的关系进行了分析。研究发现:非营利组织沟通质量、组织响应是个人捐赠者对非营利组织服务质量感知的2个子维度;显性效用、情绪性效用、家庭性效用是个人捐赠者对非营利组织捐赠效用感知的3个子维度;非营利组织的服务质量感知及其2个子维度包括沟通质量和组织响应正向显著影响个人捐赠意愿;捐赠效用感知负向显著影响个人捐赠意愿,其3个子维度中显性效用对个人捐赠意愿有显著的负向影响,情绪性效用和家庭性效用对个人捐赠意愿没有显著影响。     

一个园区网上的用户信息管理系统

作为一个连入Internet的大型园区网络AMMSNet,用户通过MSProxy2.0作为代理服务器对Internet进行访问,以MSExchange5.5提供邮件服务。在这种模式下,如何对用户的基本信息进行维护管理,对用户的访问实施监控并对其访问信息进行长期保存,完成用户数据流量的统计,实现用户管理的自动化,一直是Internet服务商和企业级网络管理员需要解决的首要问题。本文以某大型园区网络为例,介绍了利用C Builder与SQLServer数据库开发的Internet用户信息管理系统,以实现对用户访问Internet的一系列自动化管理。     

The Management of Workplace Conflict: Contrasting Pathways in the HRM Literature

This paper reviews the human resource management literature on the management of workplace conflict. It suggests that workplace conflict is commonly viewed in the literature as a symptom of management failure: the notion that conflict may be intrinsic to the nature of work because employees and managers have hard‐to‐reconcile competing interests is given short‐shrift. At the same time, the paper identifies important differences in the literature, which the authors call ‘pathways’, about the best methods to manage problems at the workplace. It is argued that four contrasting pathways can be detected in the literature with regard to how organizations approach workplace conflict management practices. Each pathway is examined fully and their respective strengths and weaknesses are assessed.     

Assessing the effects of responsible leadership and ethical conflict on behavioral intention

This study develops a research model that elaborates how responsible leadership and ethical conflict influence employees from the perspectives of role theory and attachment theory. Its empirical results reveal that turnover intention indirectly relates to ethical conflict and responsible leadership via the mediating mechanisms of organizational identification and organizational uncertainty. At the same time, helping intention indirectly relates to ethical conflict and responsible leadership only through organizational identification. Finally, the managerial implications for international business and research limitations based on the empirical results are discussed.     

移动增值服务消费者感知风险前因的实证研究

对移动网络环境下消费者对增值服务的感知风险的前因进行了实证研究,采用问卷法对移动增值服务的主要用户群进行了抽样调查,使用结构方程模型检验了消费者感知信息不对称,感知移动商务技术不确定性、移动增值服务的无形性等三个前因变量分别对消费者感知风险各维度的作用。结果表明消费者感知信息不对称对消费者感知隐私风险、财务风险、功能风险、心理风险和时间风险均有显著的正相关作用;消费者感知技术不确定性仅对感知功能风险、感知财务风险和感知时间风险有显著的正相关作用;而增值服务的无形性则对除感知财务风险之外的其他风险维度均有显著的正相关作用。研究表明增值服务的信息不透明是消费者感知风险的主要来源,另外消费者对移动技术缺乏了解和技术本身的不确定性也会增加消费者感知风险。研究结论为相关企业采取措施降低消费者感知风险,促进移动增值服务的接受提供理论依据。     

Linking young individuals' capital to investment intentions: Comparing two cultural backgrounds

By integrating the Entrepreneurial Intentionality Model and the Theory of Planned Behaviour, we explored the effects of human, social and financial capital on young individuals' investment intentions in two groups (97 English and 97 Greeks). Results indicated that human capital is directly and indirectly related to investment intentions via, first, subjective norms and, consequently, personal attitudes and perceived behavioural control, while social capital is only indirectly related to investment intentions via perceived behavioural control. In the individualistic group (English), human capital related directly and positively with investment intentions while social capital related indirectly to investment intentions via its positive relationship to subjective norms. With regard to participants from a collectivistic background (Greeks), human capital related indirectly to investment intentions via, first, subjective norms and, consequently, personal attitudes and perceived behavioural control, while social capital related directly and indirectly to investment intentions via perceived behavioural control. Financial capital was only negatively related to investment intentions in the total and Greek sample.