New products are seldom really new. Yet modellers of adoption processes have largely ignored the effects of existing buying habits on first trial of a product. A standard renewal process model is shown to fit data on cumulative shoppers at a new store, in conjunction with lognormal buying frequency assumptions. The penetration curves so derived lie close to the widely used modified exponential, which therefore obtains a rationale. Such curves represent the normal rise in penetration, as a proportion of shoppers enter the market in accordance with their regular cycle of repurchase. Most products are bought in this way. Few are really new, in a sense defined and discussed. Yet model builders have persistently used the framework of adoption processes, ignoring the influence of a repurchase cycle. They have instead assumed that new product adoption is “driven” by forces such as weight of advertising. From the position of a devil's advocate, it is arguable that these assumptions are misguided. Marketing mix variables are not sufficient or adequate to explain the growth rate of products which are not genuine innovations.
Critique of an earlier article by Kuehn in 1962 suggesting that a particular factorial analysis of customer brand buying could predict with accuracy repurchase trends. Uses tables and mathematical formulae for emphasis of discussions. Sums up that the factorial analysis by Kuehn is satisfactory only as a result of artificial assumptions whereby variance is ignored within groups – but when this factor is taken into account the model fails to adequately fit the data of Snow Crop – frozen orange juice.
Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination…
Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.
This study aims to explore the relationship between IT and HRM in the context of manufacturing SMEs, more specifically the relationship between strategic HRM and e-HRM as…
This study aims to explore the relationship between IT and HRM in the context of manufacturing SMEs, more specifically the relationship between strategic HRM and e-HRM as well as the performance effects of this relationship. The conceptual framework is founded upon the resource-based view (RBV), specifically upon the strategic HRM and e-HRM capabilities of SMEs and upon the strategic alignment of these capabilities in the form of capability configurations or “gestalts.”
To answer the research questions, a questionnaire was constructed and mailed to 1854 manufacturing SMEs in the province of Quebec, Canada, producing 216 valid responses that were used for statistical analysis purposes. Capability configurations were identified through a cluster analysis of the e-HRM and strategic HRM capabilities developed by these firms.
Using structural equation modeling to validate the research model, a causal analysis confirmed a positive influence of the sampled SMEs’ strategic orientation upon their development of strategic HRM capabilities. More importantly, a higher level of alignment between the SMEs’ strategic HRM and e-HRM capabilities was associated to a higher level of strategic HRM performance.
To our knowledge, ours is the first study to show interest in the effect of the strategic alignment of HRM and IT capabilities upon HRM performance, by adopting a configurational perspective and considering organizational IT from a functional point of view. Given the specific context of SMEs, the focus was on e-HRM capabilities related to the IT infrastructure of these organizations and the IT competencies of individuals related to HRM.
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