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Yuan Mei 袁枚 (1716-97) is often thought of as a rebellious figure within the eighteenth-century intellectual and literary landscape. His perceived rejection of nearly all aspects of Confucian values was so extreme that he was even dubbed a "sinner against the teachings of Confucius." This thesis examines six stories within Yuan Mei's Zi buyu 子不語 (What Confucius Did Not Talk About) and, through close reading, shows how Yuan Mei utilizes each foreign group's physical traits and their ability to verbally and/or ethically communicate with the Chinese protagonist, in order to reflect their adherence to Confucian values and acceptance of Chinese imperial authority to arrange them along a spectrum of humanness that reflects the Chinese-foreign distinction. Furthermore, by examining each story in their historical and literary contexts, it is discovered that nearly every foreign group portrayed in Zi buyu is based on historical groups that actually existed on the periphery of the Qing empire, and that the different degrees of foreignness of each subject reflect each historical foreign group's acquiescence to or rebellion against the imperial authority of the Qing empire. Contrary to commonly held opinions, Yuan Mei's negotiation of foreignness demonstrates his own deep subscription to Confucian ethics and adherence to imperial order.
ContributorsCampos, Miles (Author) / Ling, Xiaoqiao (Thesis advisor) / Oh, Young Kyun (Committee member) / West, Stephen H. (Committee member) / Arizona State University (Publisher)
Created2012
Description目前我国社会主要矛盾是“人民日益增长的美好生活需要和不平衡不充分的发展之间的矛盾”。消费对经济增长的贡献率达76.2%，而消费场所-购物中心为代表的的商业地产发展却落后于住宅地产的发展，不被房地产商所青睐。本文希望通过对影响购物中心租金收入因素的研究，运用统计回归模型分析，发现购物中心运营效益的重要决定因素。样本数据主要来自于8家上市公司的146个项目，对各项目2015年-2019年连续的租金收入进行分析。
现有研究购物中心文献，对于中国购物中心多区域多品牌动态运营绩效的研究文献很少，同时研究数据的取得难度大，还没有发现通过大样本数理统计得出的结论。
本文通过实证分析研究框架，运用二手数据，采用归纳研究，以“城市商圈的影响力”对购物中心每平米每日租金的影响进行回归分析。通过回归模型的量化分析，对日租金收入的影响因素城市商圈、城市人均GDP、开业期限、建筑面积、资金成本、出租率等进行分析，对购物中心品牌进行调节变量分析，得出城市商圈对日租金收入的影响是显著的，大城市的核心商圈或新城区核心商圈的购物中心日租金收入将强于同行，同时购物中心品牌的影响也是明显的。
中国住宅房地产投资已经到高点，房地产商未来的发展之路将面临新的选择。不同于住宅，购物中心的持有型特性将会给房地产商带来稳定的收入。通过对城市商圈等影响因子的分析，将对房地产商未来投资运营购物中心有重要的指导意义。
ContributorsLu, Xiaohui (Author) / Chen, Pei-Yu (Thesis advisor) / Chen, Xin (Thesis advisor) / Zhang, Anming (Committee member) / Arizona State University (Publisher)
Created2021
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