近日，由北京大学国家发展研究院、中山大学商学院与阿里巴巴联合开发的"中国线上消费品牌指 数"（CBI）发布第二期数据。该指数首次基于消费者在天猫上的实际购买行为，通过AI与专家融合的 模型，为每一件商品打分，再汇总成季度指数，清晰揭示消费品质的整体变迁。 赵崇甫：一个反常识的结论，线上"贪便宜"的消费者其实更喜欢品牌 先讲讲认知负荷理论。 澳大利亚新南威尔士大学的认知心理学家约翰·斯威勒(John Sweller)于1988年提出认知负荷理论，他认 为人的工作记忆容量有限。在学习过程中，如果信息处理需求超过认知资源上限，就会产生认知负荷， 阻碍学习效率。 这个理论从另一个角度解释了品牌的价值。消费者面对大量的商品时往往无从下手，此时他的大脑就产 生了信息过载，他渴望简化购买决策。 品牌是消费者对品牌代表的产品的综合印象，因此，品牌是消费者重要的决策简化工具。 在过去，我们衡量消费市场只有"量"的标尺——社会消费品零售总额看规模，CPI看价格，却始终缺少 一把衡量"质"的尺子。中国人到底是在消费升级、越买越好，还是在降级、趋向低价？这一关键问题， 终于有了基于真实数据的答案。 这些新国货的崛起，无一例外都是以品 ...

Group 1 - The core issue leading to employee turnover is toxic workplace culture, which is more predictive of employee attrition than salary, with a predictive power 10.4 times higher than compensation [3] - Employees are increasingly leaving jobs due to feelings of disrespect and a lack of recognition, rather than traditional factors like burnout or low pay [8][30] - Emotional pain from workplace toxicity can have long-lasting effects, comparable to physical pain, and can take years to heal [4][5] Group 2 - Leaders face the challenge of balancing results with employee well-being, as the workplace is perceived as a social system rather than just an economic transaction [5][6] - There is a growing demand for empathetic leadership, with employees seeking leaders who care about them as individuals and empower them to perform at their best [6][7] - Toxic cultures are prevalent across various industries and sizes, often initiated by high-performing employees who prioritize their own success over team dynamics [6][7] Group 3 - Research indicates that 57% of departing employees cite feeling disrespected as a primary reason for leaving, highlighting the importance of respect in retention strategies [8] - Employees' departure is often a gradual process influenced by factors such as cognitive overload, lack of autonomy, and absence of psychological safety [10][11][13] - Companies often fail to recognize and reward high performers, which can lead to disengagement and eventual turnover [14][16] Group 4 - Solutions to retain top talent include reducing cognitive load, enhancing autonomy, and establishing psychological safety within teams [17][21][25] - Implementing real-time recognition systems and simplifying processes can significantly improve employee engagement and satisfaction [28][29] - Organizations must act promptly to address these issues, as failure to do so risks losing their best employees [30]