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- Language: Chinese
Description
This thesis investigates whether mergers and acquisitions (M&As) help increase the competitive advantage and core competency of Chinese securities companies. Although M&As among Chinese securities companies were almost exclusively guided by the Chinese government in the earlier years, they have increasingly become more market-driven in recent years. Many large Chinese securities companies have engaged in horizontal mergers, cross-industry mergers, and cross-border mergers to increase their market positions. However, there is little up-to-date evidence about how these market-driven M&As influence the competitive advantage and core competency of securities companies in China. I seek to fill this gap by conducting a systematic analysis about whether M&As increase the core competency of the acquiring companies using data collected over a five-year window from 2010 to 2014.
On the basis of prior research findings and the current situation of the Chinese securities industry, I first develop a theoretical model about the sources of competitive advantage for Chinese securities companies, and then compile a comprehensive list of observable indicators that can be used to assess a Chinese securities company’s core competency. Next, I conduct a quantitative analysis to assess the core competency and relative market positions of the leading Chinese securities companies using data from 2010 to 2014. Overall, the results suggest that market-driven M&As increases the core competency of the acquiring securities companies. I then conduct four in-depth case analyses to better understand the mechanisms through which M&As can help increase the acquiring firms' core competency. I conclude with a discussion of the findings and their implications for Chinese securities companies and the overseeing governmental agencies.
On the basis of prior research findings and the current situation of the Chinese securities industry, I first develop a theoretical model about the sources of competitive advantage for Chinese securities companies, and then compile a comprehensive list of observable indicators that can be used to assess a Chinese securities company’s core competency. Next, I conduct a quantitative analysis to assess the core competency and relative market positions of the leading Chinese securities companies using data from 2010 to 2014. Overall, the results suggest that market-driven M&As increases the core competency of the acquiring securities companies. I then conduct four in-depth case analyses to better understand the mechanisms through which M&As can help increase the acquiring firms' core competency. I conclude with a discussion of the findings and their implications for Chinese securities companies and the overseeing governmental agencies.
ContributorsWang, Lijuan (Author) / Shen, Wei (Thesis advisor) / Qian, Jun (Thesis advisor) / Liu, Jun (Committee member) / Arizona State University (Publisher)
Created2016
Description
In the last two years, China’s booming of Internet Finance Platform made significant impacts on three dimensions. Compared with the conventional market, Internet Finance is asserted to open a revolutionary pathway of lending where by small and mid-sized companies may overcome the financing dilemma on credit accessibility and high cost. In other words, Internet Finance is hyped to be able to reduce information asymmetry, enhance allocation efficiency of resources, and promote product and process innovations for the financial institutions. However, the core essence of Internet Finance rests on risk assessment and control – a fundamental element applies to all forms of financing. Most current practice of internet finance on risk assessment and control remains unchanged from the mindset of traditional banking practices for small and medium sized firms. Hence, the same problems persisted and may only become even worse under the internet finance platform if no innovations take place.
In this thesis, the author proposed and tested a credit risk assessment model using data analytics techniques through an in-depth cases study with actual transaction data. Specifically, based on the 30,000 observations collected from actual transactional data from small and medium size firms of China’s home furnishing industry. The preliminary results are promising in spite of the limitations. The thesis concludes with the findings of relevance to improve the current practices and suggests areas of future research.
In this thesis, the author proposed and tested a credit risk assessment model using data analytics techniques through an in-depth cases study with actual transaction data. Specifically, based on the 30,000 observations collected from actual transactional data from small and medium size firms of China’s home furnishing industry. The preliminary results are promising in spite of the limitations. The thesis concludes with the findings of relevance to improve the current practices and suggests areas of future research.
ContributorsZhang, Qi (Author) / Pei, Ker-Wei (Thesis advisor) / Gu, Bin (Thesis advisor) / Cui, Haitao (Committee member) / Arizona State University (Publisher)
Created2016
Description
With the rapid rise of distributed generation, Internet of Things, and mobile Internet, both U.S. and European smart home manufacturers have developed energy management solutions for individual usage. These applications help people manage their energy consumption more efficiently. Domestic manufacturers have also launched similar products.
This paper focuses on the factors influencing Energy Management Behaviour (EMB) at the individual level. By reviewing academic literature, conducting surveys in Beijing, Shanghai and Guangzhou, the author builds an integrated behavioural energy management model of the Chinese energy consumers. This paper takes the vague term of EMB and redefines it as a function of two separate behavioural concepts: Energy Management Intention (EMI), and the traditional Energy Saving Intention (ESI).
Secondly, the author conducts statistical analyses on these two behavioural concepts. EMI is the main driver behind an individual’s EMB. EMI is affected by Behavioural Attitudes, Subjective Norms, and Perceived Behavioural Control (PBC). Among these three key factors, PBC exerts the strongest influence. This implies that the promotion of the energy management concept is mainly driven by good application user experience (UX). The traditional ESI also demonstrates positive influence on EMB, but its impact is weaker than the impacts arising under EMI’s three factors. In other words, the government and manufacturers may not be able to change an individual's energy management behaviour if they rely solely on their traditional promotion strategies. In addition, the study finds that the government may achieve better promotional results by launching subsidies to the manufacturers of these kinds of applications and smart appliances.
This paper focuses on the factors influencing Energy Management Behaviour (EMB) at the individual level. By reviewing academic literature, conducting surveys in Beijing, Shanghai and Guangzhou, the author builds an integrated behavioural energy management model of the Chinese energy consumers. This paper takes the vague term of EMB and redefines it as a function of two separate behavioural concepts: Energy Management Intention (EMI), and the traditional Energy Saving Intention (ESI).
Secondly, the author conducts statistical analyses on these two behavioural concepts. EMI is the main driver behind an individual’s EMB. EMI is affected by Behavioural Attitudes, Subjective Norms, and Perceived Behavioural Control (PBC). Among these three key factors, PBC exerts the strongest influence. This implies that the promotion of the energy management concept is mainly driven by good application user experience (UX). The traditional ESI also demonstrates positive influence on EMB, but its impact is weaker than the impacts arising under EMI’s three factors. In other words, the government and manufacturers may not be able to change an individual's energy management behaviour if they rely solely on their traditional promotion strategies. In addition, the study finds that the government may achieve better promotional results by launching subsidies to the manufacturers of these kinds of applications and smart appliances.
ContributorsFan, Yanfeng (Author) / Gu, Bin (Thesis advisor) / Chen, Hong (Committee member) / Chen, Xiaoping (Committee member) / Arizona State University (Publisher)
Created2016
Description
Executive compensation design involving equity shares has been widely used in Europe, the United States and other developed countries where the capital markets are relatively mature. In China, due to the differences in industries, ownership structure, stages of enterprise development, constraints faced by the firms, the executive compensation design using equity shares tends to vary accordingly. For the state-owned companies, the situations are more complex than others. This complexity has not been a focus of the past literature, particularly on the compensation contract design and its subsequent implementation. Based on Coase contract theorem, agency theory and human capital theory, I examined how different state-owned firms vary in their approaches on managerial stock compensation design using a case study approach. The thesis concludes with a summary of major findings and a discussion of policy implications.
ContributorsAn, Hongjun (Author) / Pei, Ker-Wei (Thesis advisor) / Chen, Hong (Thesis advisor) / Gu, Bin (Committee member) / Arizona State University (Publisher)
Created2016
Description
This study seeks to develop a framework that can help firms in China’s guarantee industry to better identify and prevent risk when they offer guarantee services to small and medium-sized enterprises (SME). With the continuously increasing demands of SME financing, the guarantee industry has developed rapidly in China. Meanwhile, the turmoil in global financial markets and the significant slowdown of global economy have started to have a negative impact on China’s economy, increasing the risk exposure of China’s guarantee industry. In this context, risk identification and prevention becomes the core competence of a guarantee company. Based on a review of the existing research, two in-depth case studies, and the author’s personal experiences in this industry, this paper does not only provide a comprehensive list of the risks that guarantee firms face in China but also measures for risk identification and prevention.
This thesis is organized as follows. First, I provide a brief description about the emergence and development of China’s guarantee industry, as well as its current status. Next, I explain what kinds of risks faced by guarantee firms in China that influence their performance and survival, and summarize the various external and internal risk factors. I also conduct one in-depth case analysis to illustrate how a guarantee firm can better identify the risks it is exposed to. Next, on the basis of another in-depth case analysis, I develop a framework that can help guarantee firms to systematically develop effective measures of risk identification and prevention. I conclude with a discussion of this study’s implications for guarantee firms and the regulatory governmental agencies in China.
This thesis is organized as follows. First, I provide a brief description about the emergence and development of China’s guarantee industry, as well as its current status. Next, I explain what kinds of risks faced by guarantee firms in China that influence their performance and survival, and summarize the various external and internal risk factors. I also conduct one in-depth case analysis to illustrate how a guarantee firm can better identify the risks it is exposed to. Next, on the basis of another in-depth case analysis, I develop a framework that can help guarantee firms to systematically develop effective measures of risk identification and prevention. I conclude with a discussion of this study’s implications for guarantee firms and the regulatory governmental agencies in China.
ContributorsWu, Daorong (Author) / Shen, Wei (Thesis advisor) / Liu, Jun (Thesis advisor) / Chang, Chun (Committee member) / Arizona State University (Publisher)
Created2016
Description
Ever since the registration of private banks was deregulated in Taiwan in 1991, the sector has suffered significant decline in profitability. Facing such a dynamic sector yet vital to domestic economy, what should the banks do to successfully improve their competiveness? As external changes are often unpredictable, the exploration and buildup of internal resources is a critical approach. This article focuses on how to effectively manage internal competition so as to upgrade business performance and accomplish organizational goals.
This article discusses the effects of the compensation system and employee incentives on business performance in banking in two areas. First of all, based on the statistics on the banking sector in Taiwan, it explores the regulating effects of different compensation systems on two conflicts in the industry. It also reviews the literature on Conflict Theory. Research shows that when people trust each other, they tend to accept a value statement different from theirs. And our research also shows that trust can minimize task conflict and relationship conflict between team members. Moreover, after identifying the role of compensation structure to trust and task conflict, this article further categorizes the structure into team performance reward and individual performance reward. Analysis points out that when the organization bases compensation payment on team performance reward, the relationship between trust and task conflict is higher than that on individual performance reward. That is, team performance reward better helps to reinforce such correlation compared to individual performance reward.
Second, the research studies different forms of employee incentives in Taiwan’s banking sector as well as resulting performance. During the studied period, the majority of the financial institutions preferred cash bonus. In addition, financial institutions also take other incentives. Cash bonus covered the highest percentage, followed by share bonus, treasury repo and transfer, and options in order. We study the ROEs under different incentives and conclude it is higher and more stable in the institutions offering multiple employee shares instead of single method. Whether the incentives are implemented also influence the level of net ROE.
This article discusses the effects of the compensation system and employee incentives on business performance in banking in two areas. First of all, based on the statistics on the banking sector in Taiwan, it explores the regulating effects of different compensation systems on two conflicts in the industry. It also reviews the literature on Conflict Theory. Research shows that when people trust each other, they tend to accept a value statement different from theirs. And our research also shows that trust can minimize task conflict and relationship conflict between team members. Moreover, after identifying the role of compensation structure to trust and task conflict, this article further categorizes the structure into team performance reward and individual performance reward. Analysis points out that when the organization bases compensation payment on team performance reward, the relationship between trust and task conflict is higher than that on individual performance reward. That is, team performance reward better helps to reinforce such correlation compared to individual performance reward.
Second, the research studies different forms of employee incentives in Taiwan’s banking sector as well as resulting performance. During the studied period, the majority of the financial institutions preferred cash bonus. In addition, financial institutions also take other incentives. Cash bonus covered the highest percentage, followed by share bonus, treasury repo and transfer, and options in order. We study the ROEs under different incentives and conclude it is higher and more stable in the institutions offering multiple employee shares instead of single method. Whether the incentives are implemented also influence the level of net ROE.
ContributorsMing, Cheng (Author) / Lee, Peggy (Thesis advisor) / Chen, Hong (Thesis advisor) / Chang, Chun (Committee member) / Arizona State University (Publisher)
Created2016
Description
The traditional newspaper industry has been under tremendous pressure in recent years due to the emergence and growth of new media. Experiencing of a fast-shrinking market share, many traditional newspaper companies are either pushed out of business or are forced to innovate and reform. In this thesis, I investigate the organizational changes at one of the largest newspaper groups in China, particularly regarding its incentive systems as the group adjusts its business scopes under both internal and external institutional constraints.
Publishers of newspapers were traditionally considered non-profit organizations or social institutions in China. Because of their focus on social goals, their activities were not market driven, including the incentive systems for editorial staff members who were central to the content of the newspapers. As the competition from market-driven new media companies increased, many traditional newspaper organizations started to transform themselves into profit-seeking companies. To survive and grow stronger in the new environment, the traditional newspaper industry needs to effectively motivate its workforce by implementing an effective incentive system for the editorial staff.
In this study I first explain the difficulities the traditional newspaper organizations face to implement an incentive system that both satisfies media’s social responsibility and creates sufficient incentive for for editorial staff. Next, I provides a brief history of the reforms occurred in the Chinese newspaper industry in general and the reforms in Shanghai in particular. I then conduct in-depth case analyses of the incentive systems adopted by four successful companies, including one U.S. media company, two Chinese media groups, and one private non-media company in China. Based on the findings from these case analyses and a demographic analysis of the challenges in motivating editorial staff, a new incentive system is designed and implemented in a major newspaper/media group in Shanghai, followed by a survey of its effects on the editorial staff months later. According to the survey, I find that editorial staff members are generally positive about the reforms that have been carried out at this media group, reinforcing the confidence of the group’s leaders in continuing to push the reforms forward. This study concludes by proposing a framework that can be used to guide the transformation of the traditional newspaper organizations to market-driven new media companies.
Publishers of newspapers were traditionally considered non-profit organizations or social institutions in China. Because of their focus on social goals, their activities were not market driven, including the incentive systems for editorial staff members who were central to the content of the newspapers. As the competition from market-driven new media companies increased, many traditional newspaper organizations started to transform themselves into profit-seeking companies. To survive and grow stronger in the new environment, the traditional newspaper industry needs to effectively motivate its workforce by implementing an effective incentive system for the editorial staff.
In this study I first explain the difficulities the traditional newspaper organizations face to implement an incentive system that both satisfies media’s social responsibility and creates sufficient incentive for for editorial staff. Next, I provides a brief history of the reforms occurred in the Chinese newspaper industry in general and the reforms in Shanghai in particular. I then conduct in-depth case analyses of the incentive systems adopted by four successful companies, including one U.S. media company, two Chinese media groups, and one private non-media company in China. Based on the findings from these case analyses and a demographic analysis of the challenges in motivating editorial staff, a new incentive system is designed and implemented in a major newspaper/media group in Shanghai, followed by a survey of its effects on the editorial staff months later. According to the survey, I find that editorial staff members are generally positive about the reforms that have been carried out at this media group, reinforcing the confidence of the group’s leaders in continuing to push the reforms forward. This study concludes by proposing a framework that can be used to guide the transformation of the traditional newspaper organizations to market-driven new media companies.
ContributorsQiu, Xin (Author) / Shen, Wei (Thesis advisor) / Hwang, Yuhchang (Committee member) / Zhang, Anming (Committee member) / Arizona State University (Publisher)
Created2016
Description在我国绩效管理领域，国内企业目前大多仅适用客观评价指标，而往往忽略了更有弹性的主管评价等主观评价指标。但在世界范围内，随着绩效管理理论的不断发展，以平衡计分卡（BSC）为代表的新型绩效管理体系管理范围更加广泛，除了客观业绩之外，还将很多主观指标也纳入绩效评价系统内，并且得到了诸多跨国公司的引用。为了探究以主管评价为代表的主观指标与客观业绩之间的关系，本文以R公司为例，基于其内部的实际数据，分析了员工业绩与主管评价之间的相互关系。研究发现，员工历史客观业绩与主管评价呈正相关关系，且相较于员工长期客观业绩，这种关系在员工短期业绩中更加明显。基于此，研究还发现，主管历史评价与员工后期的客观业绩也呈正相关关系，且相较于前期主管评价，这种关系在当期主管评价中更加明显。除此之外，本文还发现主管和员工的性别差别和学历差别会同时减弱上述员工业绩与主管评价之间的正相关关系。综上，本文研究结果为企业设计和制定绩效考核标准提供了一定的参考，有助于企业更好地进行绩效体系的构建。
ContributorsJin, Tao (Author) / Shen, Wei (Thesis advisor) / Chang, Chun (Thesis advisor) / Wu, Fei (Committee member) / Arizona State University (Publisher)
Created2022
Description自雇司机是公路货运司机中比例人数最多、最基层的一员，他们在公路物流行业中扮演着极为重要的角色，他们承担着各种来源的压力。本文以疫情前后按揭购买卡车的自雇司机为研究样本，基于本研究收集到的独特数据，研究发现自雇卡车司机在面临按揭压力时，倾向采取更为激进的经营及驾驶行为，表现为更少的休息天数、更长的工作时长以及更危险的高速驾驶行为，并在一系列稳健性检验中基本结论仍然存在；基于新冠疫情事件研究发现，新冠疫情带来的非预期性经济停摆和收入中断，导致疫情前的发生的按揭贷款的卡车司机面临更强的还款压力，在经济恢复后面对按揭压力更有可能采用激进的经营和驾驶行为；进一步，通过机制检验研究本文发现这种按揭压力主要表现为担心当前或者未来发生不能及时偿还按揭款。再者，基于人格性征和家庭支持的调节效应检验，本文发现神经质人格特征、谨慎尽责性人格特征以及工作压力感没有在按揭压力与自雇卡车司机激进的经营和驾驶选择上起到调节作用，这可能是自雇卡车司机面临的按揭压力都很大，个体性格特征很大程度无法缓和其压力感，而家庭的支持和家庭-工作平衡可以有效缓解自雇卡车司机面临按揭压力时提高工作时长和危险驾驶行为的倾向。
最后，本文设计一项随机对照干预实验，向自雇卡车司机发送短息或者微信，提醒他们避免疲劳驾驶和危险超速驾驶，然后观察发送短信微信前后自雇卡车司机经营及驾驶行为的变化，识别考察外界积极主动的关心和提醒能否起到相应的后果。本文发现对自雇卡车司机获得外部主动积极地的关心和提醒，在面临按揭压力时意识到简单地减少休息增加运营时长以及采用危险驾驶行为抢时间的策略可能给其带来很大的风险，从而相应地缓解对按揭压力的过度反应；进一步调节作用检验表明，短信干预实验在神经质和谨慎尽责性人格司机中起到更大的减缓作用，同时家庭支持较少时短信干预实现效应也更为明显。
ContributorsMa, Liqun (Author) / Shen, Wei (Thesis advisor) / Wu, Fei (Thesis advisor) / Zhang, Zhen (Committee member) / Arizona State University (Publisher)
Created2021
Description中国税务师事务所这个行业在我国算是一个新兴行业，在国际上也算是比较特别的行业。比如美国、加拿大等主流西方国家没有税务师事务所这个行业。我国的税务师事务所这个行业是整合了西方税务律师以及税务会计师职能成立的一个特别的行业。在这些年我国税务师事务所行业得到了快速的发展，一方面是因为我国的经济快速发展，专业服务业因此得到了快速发展。同时我国的税收法律法规的规范、税收征管技术的提升以及税收管理的后置导致我国对于税收专业服务需求的暴增。税务师事务所行业类似于律师事务所和会计师事务所，但是又明显有别于律师事务所和会计师事务所。与律师事务所相比，税务师事务所具有明显的季节性，税收法律法规变化非常快，整体适用的法律法规相较于律师事务所更窄；而与会计师事务所比较，税收服务的价值弹性明显高于会计师事务所，需要高频与主管的国家权力机关沟通、更讲究实践，主管行政机构行政裁量权很大。
一般而言，税务师事务所的激励机制可以分为“加盟制”或者“合伙制”，而组织形态可以分为独立“子公司”以及“分公司”,不同的激励机制以及不同的组织形态，不仅仅影响每个合伙人，更影响每个员工的心态与切身利益，最后将极大的影响公司的发展。本文尝试从委托代理理论、激励理论、交易成本理论、产权理论、人力资本理论等相关理论阐释相关的关系，并以此希望对正在快速发展的税务师事务所行业的激励机制和组织形态的构建有所启发。
ContributorsGu, Chunxiao (Author) / Huang, Xiaochuan (Thesis advisor) / Cheng, Shijun (Thesis advisor) / Chang, Stanley (Committee member) / Arizona State University (Publisher)
Created2021