价格促销对消费者品牌选择的影响研究

本文通过实验方法探索性地研究了价格促销对消费者品牌选择的非对称影响。研究表明:消费者对不同产品的价格敏感性有所不同;较贵重的笔记本电脑、手机等耐用消费品行业中的低端品牌在与高端品牌的短期价格竞争中会获得更多市场份额,而对较廉价的洗发水等非耐用消费品来说,高端品牌将会在降价促销时获益更多。本文研究结论与国外同类研究结论有所不同,对企业的定价决策有重要的理论指导意义。     

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。     

VaR-APARCH模型与证券投资风险量化分析

基本统计分析发现,上证综合指数回报率分布存在尖峰肥尾性,不服从正态分布,并且还具有杠杆效应。本文应用APARCH模型在三种分布假设下对上证综合指数通过事后模拟和条件单步预测来计算上证综合指数的VaR风险值,然后把它与应用GARCH模型的估计结果进行比较分析。通过返回检验,我们发现,APARCH应用于VaR估计是统计有效的,并且明显优于GARHC模型。     

集团公司战略风险管理的理论探讨

本文对集团公司战略管理过程中产生战略风险的机制从公司整体运行的角度进行研究,提出了公司战略风险管理的系统化理论模型,并从公司的环境、资源、能力和公司主题战略四个方面分析了战略风险产生的风险机理。并提出了环境和资源对公司战略主题目标的实现的影响及产生风险的机制。     

A cross-validation of a structural equation model of accidents: organizational and psychological variables as predictors of work safety

A study to establish a structural equation model of accidents is presented. The eight variables included in the model were those associated with accidents in previous research. The reliability of questionnaires to measure those variables and a structural equation model relating them are provided. The model explaining the occurrence of accidents was cross-validated through three Spanish samples (n=123; 182; 124).The model presented a good fit to data in two samples, while a third had unclear fit indices. Therefore, most relationships among variables did not vary among these three samples. The role of the safety variables in the model is discussed. The discussion is also focused on risk measurement difficulties commonly reported in the literature. Finally, some suggestions for future safety research with structural equation modelling techniques are provided.     

The impact of learning opportunities and decision authority on occupational health

In an investigation of 418 employees in the Norwegian Postal Service, employees with high learning opportunities and high decision authority were found to be better off on psychological functioning, health and organizational outcome variables than employees with low scores on these variables. Decision authority and learning opportunities had specific and independent impact on subjective health, psychological functioning, coping style and organizational outcome variables. There were, however, also interaction effects between demands, learning opportunities, and decision authority on subjective health. Learning opportunities and decision authority were operationalized with a questionnaire, supplemented with questions on the opportunities to learn skills beyond the present job situation. It is suggested that this is a particularly important dimension for coping with the present day rapid changes in working life, where the objective for many workers will be to broaden their repertoire and competence to increase their flexibility in the labour market.     

The Job Demand-Control (-Support) Model and psychological well-being: a review of 20 years of empirical research

The Job Demand-Control (JDC) model (Karasek, 1979) and the Job Demand-Control-Support (JDCS) model (Johnson, and Hall, 1988) have dominated research on occupational stress in the last 20 years. This detailed narrative review focuses on the JDC(S) model in relation to psychological well-being. It covers research from 63 samples, published in the period 1979-1997. In the review a distinction is drawn between two different hypotheses prevailing in research on the models. According to the strain hypothesis of the JDC model, employees working in a high-strain job (high demands-low control) experience the lowest well-being. The buffer hypothesis states that control can moderate the negative effects of high demands on well-being. Translating these hypotheses to the expanded JDCS model, the iso-strain hypothesis predicts the most negative outcomes among workers in an iso-strain job (high demands-low control-low social support/isolation), whereas the buffer hypothesis states that social support can moderate the negative impact of high strain on well-being. Although the literature gives considerable support for the strain and iso-strain hypotheses, support for the moderating influence of job control and social support is less consistent. The conceptualization of demands and control is a key factor in discriminating supportive from nonsupportive studies. Only aspects of job control that correspond to the specific demands of a given job moderate the impact of high demands on well-being. Furthermore, certain subpopulations appear to be more vulnerable to high (iso)strain, whereas others benefit more from high control. On the basis of the results of this review, suggestions for future research and theoretical development are formulated.     

The Job Demands-Job Control Model and absence behaviour: results of a 3-year longitudinal study

Empirical results of earlier studies only marginally supported the relevance of Karasek's Job Demands-Job Control Model for absence behaviour. Since longitudinal studies with respect to these relations were largely lacking, a four-wave panel study was carried out using data from 1755 male employees of a technical maintenance firm in the public sector. Job demands, job control, physical working conditions, and the employee's age, education, and health were measured in one year and absenteeism in the same year and in the next 3 years. Data were analysed with linear regression and Poisson regression techniques. The Poisson regression technique was superior to the linear regression technique in explaining absence. Age, health and prior absence were the best predictors of later absence behaviour. With respect to the Job Demands-Job Control Model, the main findings of the study were (1) that job control was significantly associated with a low number of simultaneous and later absence days, and (2) that, contrary to expectations, job demands were also related to a low number of simultaneous and later absence days. These results hold when age, health, education, prior absence, and working conditions are controlled for. Job control and job demands did not predict later absence frequency. In the discussion it is suggested that a high level of job demands may not only be harmful for the well-being of employees but also work as 'a pressure to attend'.     

Estimates of the quantiles of kendall's partial rank correlation coefficient

The sampling distribution of kendall's partial rank correlation coefficient, J_xy?z, is not known for N>4, where N is the number of subjectts. Moran (1951) used a direcr conbinatorial method to obtain the distribution of J_xy?z forN=4; however, ten minor computationa; errors in his Table 2apparently resulted in how erroneous entries for his frequency table. Since the parctial limits of the direct combinatorial approach have been reached once N>4, the first main objective of this paper was to obtain the exact distribution of J_xy?z for N=f, 6, and 7 using an electronic computer. The second was to use the Monte Carlo method to obtain reliable estimates of the quantiles of J_xy?z for N=8,9,...,30     

An m-estimation-based model selection criterion with a data-oriented penalty

In Wu and Zen (1999), a linear model selection procedure based on M-estimation is proposed, which includes many classical model selection criteria as its special cases, and it is shown that the selection procedure is strongly consistent for a variety of penalty functions. In this paper, we will investigate its small sample performances for some choices of fixed penalty functions. It can be seen that the performance varies with the choice of the penalty. Hence, a randomized penalty based on observed data is proposed, which preserves the consistency property and provides improved performance over a fixed choice of penalty functions.