消费者参与社交网络营销因素的实证分析

消费者参与度是影响社交网络营销的重要因素,立足于我国互联网变迁的时代背景,以部分拥有互联网购物经验的消费者作为研究对象,通过对消费者社交网络营销参与度的市场调查资料的分析,发现影响消费者参与社交网络营销活动的因素主要是:消费者的性格特征,风险因素,营销形式,营销内容以及营销环节。基于此,提高消费者对社交网络营销的参与度,应从几个方面着手:注重互动沟通,提升品牌形象;线上线下有效互动,进行整合营销传播;创新营销方式,凸显营销价值;聆听网络口碑,关注意见领袖。     

一类半线性椭圆型方程的整体解

本文研究一类二阶半线性椭圆型方程正的整体解，所得的结果优于文[1]、[2]。     

传统法律观念在现代中国法治建设中的作用

传统法律观念对现代法治的实现具有消极与积极两个方面的作用。在现代化法治建设中 ,应采用科学的方法 ,消除传统法律观念的消极因素 ,运用有力措施对传统法律观念的积极因素加以正确引导、改造并予以有效的利用 ,使它服务于现代法治 ,推动我国现代法治建设的进程     

双寡头电力市场垂直合作减排的随机微分对策模型

考虑单电网公司与双发电商所组成的渠道结构,构建了发电商投资减排、电网公司投资消纳的优势互补的异质型垂直合作减排的随机微分对策模型,先后考察并比较了分散决策和集成决策下的反馈均衡结果。在此基础上,讨论了利润共享契约下系统增量利润的分配问题。研究表明：对于分散决策,电网公司选择性承担发电商的减排费用;两种决策下的发电商减排和电网公司购电价格以及分散决策下的减排补贴与发电商之间的减排竞争强度相关;在一定条件和范围内,合作博弈有利于提高电网公司购电电价,同时为此所带来的风险增大。     

高绩效工作系统对员工敬业度的影响机理研究

基于对782名服务业和制造业员工进行的调查,分析了高绩效工作系统对员工敬业度的影响及作用机制。研究表明,高绩效工作系统对员工敬业度的积极影响不是直接的,工作幸福感的核心概念——积极情绪和工作满意度在其中起完全中介作用,而消极情绪的中介作用未得到支持。研究发现,高绩效工作系统实质上是动机激励的工作环境塑造系统,由此形成了激发员工内在工作动机和积极心理体验的组织环境。此外,进一步揭示了工作幸福感是促进员工敬业的关键环节,启示组织应加强员工工作中的情感管理,塑造员工积极的心理力量,从而构建幸福组织。     

“How May I Help You?” Improving Telephone Customer Service in a Medical Clinic Setting

The current study was carried out per management request to improve the overall quality of telephone customer service among appointment coordinators in a medical clinic. Exceptional telephone customer service included (a) using a standard greeting, (b) speaking in the appropriate tone of voice throughout the call, and (c) answering every call received by the unit. A preintervention analysis suggested that performance deficiencies resulted from weak antecedents, poor knowledge and skills, and weak performance contingencies. Task clarification, goal setting, feedback, and performance-contingent consequences were combined to improve these customer service behaviors for 20 full-time appointment coordinators at the clinic. The study used an ABÁ reversal design with weekly maintenance and 5-month follow-up observations. Introduction of the multicomponent intervention produced visible improvements in greeting (38% increase) and friendly voice tone (22% increase) behaviors; performance was maintained above baseline levels at 5 months postmaintenance. Abandon rates (the percentage of calls not answered by a live voice) remained fairly stable, on average. Findings support the use of a multicomponent intervention to increase telephone customer service behavior in medical clinic settings.     

Evaluating the Temporal Location of Feedback: Providing Feedback Following Performance vs. Prior to Performance

In order to make feedback as effective as possible, it is important to understand its function in the three-term contingency (TTC) and the impact of various factors involved in delivering feedback. Timing of feedback is one factor that can affect the impact of feedback on learner’s behavior. An analysis of timing of feeback may help us getting closer to better understanding how feedback functions in the TTC. The purpose of this study was to evaluate the effects of feedback at different temporal locations. Specifically, feedback was provided either immediately (a) after a teaching session or (b) before the following teaching session, on teaching performance of undergraduate psychology students. The results indicated that feedback provided before the teaching session was more effective in improving teaching skills than feedback that was provided after the session. These findings suggest that feedback may function primarily as an antecedent to future performance and not necessarily as a consequence for past performance. However, the behavioral mechanism that explains these results is not yet clear. Future studies should investigate this further by manipulating the content of feedback prior to the teaching performance.     

Managing the Risk of Aggressive Dog Behavior: Investigating the Influence of Owner Threat and Efficacy Perceptions

Aggressive behavior in pet dogs is a serious problem for dog owners across the globe, with bite injuries representing a serious risk to both people and other dogs. The effective management of aggressive behavior in dogs represents a challenging and controversial issue. Although positive reinforcement training methods are now considered to be the most effective and humane technique to manage the risk of aggression, punishment‐based methods continue to be used. Unfortunately, there has been little scientific study into the various factors influencing whether dog owners choose to use positive reinforcement techniques to manage aggression in their dogs. As such, current understanding of how best to encourage and support dog owners to use these methods remains extremely limited. This article uses a survey methodology based on protection motivation theory (PMT) to investigate the factors that influence owner use of positive reinforcement methods to manage aggressive behavior, in an attempt to understand potential barriers and drivers of use. In addition, the article provides an initial exploration of the potential role of wider psychological factors, including owner emotional state, social influence, and cognitive bias. Findings show that the perceived efficacy of positive reinforcement methods and the perceived ability of owners to effectively implement the technique are both key factors predicting future intentions and current reported use. Future interventions should focus on enhancing owner confidence in the effective use of positive reinforcement techniques across multiple scenarios, as well as helping owners manage their own emotional responses when they encounter challenging situations and setbacks.     

The triggers of local and distant search: Relative magnitude and persistence in explaining acquisition relatedness

Research on problemistic search has assumed negative attainment discrepancy to be the trigger of both local and distant search. Extending this research, we present and compare two additional triggers: (1) relative attainment discrepancy, which reflects how much a firm's attainment discrepancy deviates from its past negative attainment discrepancies; and (2) persistent attainment discrepancy, which reflects how often the firm experiences below-aspirations performance. Our triggers for distant search model a behavioral explanation for the timing and relatedness of acquisitions. We find support for baseline arguments of problemistic search whereby firms increase both industry- and skill-related acquisitions when they perform below aspirations. When they persistently perform below aspirations, however, this likelihood is reduced and firms engage in acquisitions that are more unrelated, thereby providing support for the notion of expanding search boundaries from local to distant search. Of the two triggers of distant search proposed, relative attainment discrepancy does not induce firms to expand search boundaries. Our results indicate that persistent attainment discrepancy is a key construct to consider when studying the expansion of search boundaries.     

服务型制造网络的Holon协同需求评价方法

依据复杂网络理论分析服务型制造网络Holon协同需求问题,给出一种考虑以直觉正态模糊数表示且多Holon协同的服务型制造网络协同需求评价方法。首先,在区分Holon复合协同和递归协同基础上构建服务型制造网络协同需求评价指标体系;其次,考虑基于网络结构特征的Holon相似稳定性,根据服务型制造网络节点相似性测度分析Holon协同需求特征,并测算不同相似性测度修正的Holon网络结构熵;再次,建立面向服务型制造网络和Holon的有专家信息双向触动反馈机制,反馈包括评价指标和网络协同状况,反馈Holon信息包括基于服务型制造网络演化方向的Holon间协同需求建议和基于服务型制造网络现有状态的网络连通性Holon协同需求建议;最后由INFCWA（INFCWA_R）算子或INFCWG（INFCWG_R）算子分别对复合协同和递归协同评价信息集结并得出评价结论。方法设计过程通过例证分析说明根据服务型制造网络目标控制的Holon协同需求评价改进了群组评价效率。