ETDs

This collection includes most of the ASU Theses and Dissertations from 2011 to present. ASU Theses and Dissertations are available in downloadable PDF format; however, a small percentage of items are under embargo. Information about the dissertations/theses includes degree information, committee members, an abstract, supporting data or media.

In addition to the electronic theses found in the ASU Digital Repository, ASU Theses and Dissertations can be found in the ASU Library Catalog.

Dissertations and Theses granted by Arizona State University are archived and made available through a joint effort of the ASU Graduate College and the ASU Libraries. For more information or questions about this collection contact or visit the Digital Repository ETD Library Guide or contact the ASU Graduate College at gradformat@asu.edu.

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平台信任与理财师信任：基于问卷调查表的实证分析

Description财富管理是一个高度信息不对称的行业，因此投资人需要尽可能减少自身的不确定来做投资决策，通过文献整理，本文发现通过建立信任来消除不确定性是很多投资人都会选择的帮助投资决策的方法。纵观历史，美国2007-2008年的金融危机也恰恰导致金融市场投资人对于理财机构信任的严重缺失，相同的情况也可能发生在中国财富管理市场，因此本文将此选作研究重点，希望深入研究财富管理公司投资人对理财师的信任来得到一系列结论。本文最终发现就平台和理财师相比，投资人更看重平台的信誉度。 投资人大多认为平台的信誉度要高于理财师的信誉度，但是这并不意味着理财师不重要。本文进一步的分析发现，多数投资人会和理财师建立起一种私人联系，且该私人关系有助于加强客户和平台的联系。投资人认为行业经验、为人诚恳，说话可信以及责任心是加强这种私人关系的重要因素。最后，投资人对于钜派平台的信任主要由对于理财师的信任来维持，同时对于理财师的信任主要来自与情感信任。本文的发现对财富管理平台具有战略意义。
ContributorsWu, Qimin (Author) / Shen, Wei (Thesis advisor) / Chang, Chun (Thesis advisor) / Zhu, Hongquan (Committee member) / Arizona State University (Publisher)
Created2019
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How Inequality Breeds Entrepreneurship and Reproduces Inequality in Entrepreneurial Teams

Description
Entrepreneurship entails a transition from status quo to a founder/leader of a new organization, and the dominant view in the literature focuses on opportunities in a hypothetical situation, namely an entrepreneurial option. This study shifts the attention from an entrepreneurial option to a current situation and proposes that a perception…

Entrepreneurship entails a transition from status quo to a founder/leader of a new organization, and the dominant view in the literature focuses on opportunities in a hypothetical situation, namely an entrepreneurial option. This study shifts the attention from an entrepreneurial option to a current situation and proposes that a perception of costliness in status quo as a driver of entrepreneurial decisions and strategies. Specifically, I propose that a perception of inequality due to the local hierarchy of an organization engenders motivation of disadvantaged employees to become a leader of his/her own entrepreneurial organization. Utilizing hierarchy-based power dynamics and attribution biases, I theorize that i) status gap between a leader and a member and ii) status distinctiveness of a leader in the current organization affect an entrepreneurial decision because of inequality perception. Furthermore, I hypothesize that entrepreneurial organizations driven by such status inequality are more likely to replicate the local structure of the previous employer in terms of status hierarchy to compensate for the perceived disadvantages in the previous employer. The empirical analyses of this study investigate entrepreneurial decisions and entrepreneurial team formation of jazz musicians from jazz discographies between 1950 and 2018, and I found supportive results. This study contributes to the entrepreneurship and inequality literature by bridging two research spaces. It first uncovers the roles of a negative perception of the status quo in entrepreneurship, in addition to the established idea of a positive perception of an alternative option. It also suggests a novel explanation of the long-standing question of inequality reproduction by looking at whether and how inequality spreads via entrepreneurship.
ContributorsJeon, Chunhu (Author) / Shen, Wei (Thesis advisor) / Bundy, Jonathan N (Thesis advisor) / Certo, S. Trevis (Committee member) / Arizona State University (Publisher)
Created2022
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新兴市场企业如何克服外来者劣势？——基于高管团队构建视角的多案例研究

Description克服外来者劣势是提高新兴市场企业国际化绩效的关键，本文从高管团队构建视角出发，采用多案例比较研究，提炼了新兴市场企业在国际化进程中实施高管团队构建的过程模型，并分析了不同模式与不同阶段的国际化推进机制。新兴市场企业国际化的高管团队构建将经历“配置-适应-融合”三个阶段，配置是企业根据国际化基础与扩张需求选拔内外部高管的阶段，适应是内外部高管成员互动、交流并进行成员动态调整的阶段，融合是内外部高管成员合为一体、形成新组织结构与组织制度的阶段。同时，根据高管团队的核心领导力量的不同分为“内部适应模式”与“外部培育模式”。内部适应模式下，企业从内部选拔具备创业精神与学习适应能力的管理者作为内派高管，并在国际市场引入兼具专业特长与综合管理能力的海外高管，通过内派高管持续学习吸收海外高管的经验知识，最终形成以内派团队为领导核心，实现战略一致、分工有效、利益协同的国际化经营团队。其中，内派团队的创业精神、学习适应能力、沟通协调能力是提高国际化绩效的关键。外部培育模式下，企业在具有国际出口基础的市场上选拔具备创业意愿、专业能力与行业声誉的海外高管，并在内外部团队并行发展的过程中，有意识地促进双方融合并培育海外高管的创业能力，最终形成以海外高管为领导核心，实现战略协同、资源互补、愿景一致的国际化经营团队。其中，海外高管的创业意愿与沟通协作能力是实现团队融合的关键。 此外，在不同高管团队构建阶段，外来者劣势缓解与国际化绩效提升的机制有显著差异。配置阶段，高管特征与国际扩张战略诉求匹配是提升团队绩效的关键；适应阶段，国际身份塑造、社会网络扩张与新能力构建是提高企业国际化绩效的关键；融合阶段，合作机制与治理机制等制度优化是实现团队融合与国际化持续扩张的关键。 本研究基于高管团队构建视角提炼了不同国际化经验基础的企业实现高管团队构建的动态过程模型，丰富了新兴市场企业国际化、高管团队构建等理论研究，为面临国际扩张的新兴市场企业提供一定启示。
ContributorsLiu, Quan (Author) / Shen, Wei (Thesis advisor) / Shi, Weilei (Thesis advisor) / Yan, Hong (Committee member) / Arizona State University (Publisher)
Created2023