To provide theoretical reference for owners to identify unbalanced bids, this paper aims to construct an identification method based on grey relational and fuzzy set theory. Firstly, to measure the closeness degree between bidding unit price from engineering’s estimated price, grey relational analysis theory is used to express the relationship between them. Secondly, a combined weight method determining all line items is calculated through integrating analytic hierarchy model and maximizing deviation method. Thirdly, based on fuzzy set theory, the membership degree and the fuzzy relation matrix are constructed, and then a fuzzy comprehensive identification method is established to identify unbalanced bidding. Fourthly, on the basis of fuzzy comprehensive identification method, the scoring set and total score vector are designed, and the rank of unbalanced bids is obtained by total score vector. Finally, a practical construction project bidding is stated to illustrate the effectiveness and practicability of the proposed method.
In the constantly changing commercial field, learning from failure can reduce risks of organization failure and improve the organizational innovation performance. By collating domestic and overseas scholars' research achievements about learning from failure from different angles, based on the perspective of effects about learning from failure, this paper analyzes the influence of learning from failure on different angles combining with the target of improving the innovation performance of modern enterprises, and proposes the model framework about the effects of learning from failure. Finally, on the basis of commenting the existing researches, it gives the prospect of the future research direction.
The article makes a comparative research on the effect of leader supporting, interpersonal relationship, knowledge sharing mechanisms and organizational incentive on the formal and informal knowledge sharing in the project context. Through the establishment of structural equation model, some conclusions have been reached as follows: Firstly, leader supporting positively influences both formal and informal knowledge sharing, whereas the interpersonal relationship partly mediates between leader supporting and informal knowledge sharing; Moreover, the interpersonal relationship has a significant effect on both formal and informal knowledge sharing; Sharing mechanisms can significantly promote formal knowledge sharing, but there is no direct impact on informal side. Instead, the interpersonal relationship plays a fully mediating role between sharing mechanism and informal sharing; Finally, organizational incentive has a significant promotion on formal sharing, but negatively influences the informal sharing.
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