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Being Good or Being Known: An Empirical Examination Of The Dimensions, Antecedents, And Consequences
心得報告:
1. The empirical evidence couldn’t proof H7: “the higher the perceived product quality of an organization, the higher the price premiums associated with its products.”
The empirical examination of the article couldn’t verify that there are two dimensions of factors that affect organizational reputation. The article also says “In the context of our study, although perceived quality had no significant relationship with price premium…” Under such a situation, how can the article claims “the reputation consists of two dimensions…..” Even though this study concludes the two dimensions based on a lot of past studies, we still can’t conclude that the reputation measurement based the proposed dimensions are valid. We should re-evaluate the validation of this study. I have to say that the major contribution claimed by this study doesn’t exist because of this defect in its empirical example.
2. Quality of productive assets may not equal to “the average number of years of academic experience possessed by a business school’s faculty”.
It may not be logical to use the average number of years to measure the quality of productive assets. The survey also proofs that it’s not logical to do so because the r is only (-.01). I mean the average number is not right measurement. It should be aggregate experience, not average experience. I think it would be better to use the aggregate number of years of academic experience instead of the average number. Maybe the hypothesized model and other alternative model will improve after adjust the definition or measurement of this construct.
3. Starting base salary is not a proper indicator for price premium, especially excluding bonuses or other benefits.
The starting base salary is not always proportionally related with the organization reputation. The starting base salary is always capped with a certain ceiling level. Most of the companies give a limited starting base salary based on the rule set by Human Resources department and adjust the total salary with bonus and benefits based on reputation and future performance. Maybe the bonus and benefits should be put into considerations.
心得報告:
1. The empirical evidence couldn’t proof H7: “the higher the perceived product quality of an organization, the higher the price premiums associated with its products.”
The empirical examination of the article couldn’t verify that there are two dimensions of factors that affect organizational reputation. The article also says “In the context of our study, although perceived quality had no significant relationship with price premium…” Under such a situation, how can the article claims “the reputation consists of two dimensions…..” Even though this study concludes the two dimensions based on a lot of past studies, we still can’t conclude that the reputation measurement based the proposed dimensions are valid. We should re-evaluate the validation of this study. I have to say that the major contribution claimed by this study doesn’t exist because of this defect in its empirical example.
2. Quality of productive assets may not equal to “the average number of years of academic experience possessed by a business school’s faculty”.
It may not be logical to use the average number of years to measure the quality of productive assets. The survey also proofs that it’s not logical to do so because the r is only (-.01). I mean the average number is not right measurement. It should be aggregate experience, not average experience. I think it would be better to use the aggregate number of years of academic experience instead of the average number. Maybe the hypothesized model and other alternative model will improve after adjust the definition or measurement of this construct.
3. Starting base salary is not a proper indicator for price premium, especially excluding bonuses or other benefits.
The starting base salary is not always proportionally related with the organization reputation. The starting base salary is always capped with a certain ceiling level. Most of the companies give a limited starting base salary based on the rule set by Human Resources department and adjust the total salary with bonus and benefits based on reputation and future performance. Maybe the bonus and benefits should be put into considerations.
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