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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 陸怡蕙 | |
dc.contributor.author | No-Chen Wu | en |
dc.contributor.author | 吳諾塵 | zh_TW |
dc.date.accessioned | 2021-06-16T02:59:25Z | - |
dc.date.available | 2015-07-20 | |
dc.date.copyright | 2015-07-20 | |
dc.date.issued | 2015 | |
dc.date.submitted | 2015-07-03 | |
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/54480 | - |
dc.description.abstract | 共同基金是近年來成長快速的產業,由於共同基金為一項易於普及至一般大眾的衍生性金融商品,近年已逐漸成為眾多投資人的投資標的。透過基金經理人的專業擇時能力以及選股能力,並以「代理」的概念管理財富,為眾多投資人解決了頭痛的投資問題。過去產業分析相關的學術研究大多著眼於「效率」,而鮮少考慮「人因」的面向,本研究嘗試從「人」的角度切入,瞭解基金管理結構的不同及基金經理人本身的特質會對工作表現造成何種影響,同時以此為基礎,探討基金經理人的個人表現會如何影響團隊,甚至是整個基金管理公司的績效表現。
透過收集臺灣基金經理人與基金管理公司之資料,本文進行三個面向的討論。首先,本文利用四因子模型及檢定子群體迴歸式差異性之Chow test,以瞭解基金經理人個人與團隊兩種管理方式是否存在結構性之差異。其次,本文嘗試以Morningstar最佳基金獎衡量經理人個人表現,建立Probit模型,以檢視基金經理人個人表現之影響因素。最後,在組織(即基金管理公司)的表現分析部分,本文除了討論影響基金管理公司在之表現的因素外,並在分析架構中納入明星員工(star)的概念,以探討個人表現如何影響組織績效表現。 本研究之實證結果顯示,團隊經理人操作之基金績效表現較佳,符合意見多樣化假說之預期。就經理人個人表現之影響因素而言,本文則發現,曾經由研究員升任經理人、任期短、操作基金之平均報酬率高、薪資低、性別為女性、任職外商公司等,皆會顯著增加得獎機率。 在組織表現的影響因素方面,當基金管理公司發行之基金數越少、總部在臺灣境外,平均報酬率會越高;此外,當公司成立時間較長、旗下基金平均投資標的數增加時,平均報酬率也會上升。最後,藉由明星經理人連結個人與組織之表現,為本研究的重點之一;而本研究則發現,曾獲得Morningstar最佳基金獎之公司的平均報酬率較高,顯示經理人的績效優良,可以提升任職公司的績效表現。 雖然Morningstar最佳基金獎頒獎的對象是基金,但基金績效呈現主要來自經理人的操作能力,所以績效優良的經理人才有得獎機會,一旦獲得獎項後,不僅能夠增加經理人自身的名聲,還可以使任職公司的價值上升,讓投資人在挑選基金購買前有客觀的判斷標準。總結而言,就基金管理產業而言,個人績效確實會影響組織表現。 | zh_TW |
dc.description.abstract | Due to its popularity, mutual fund management has become a fast growing industry in recent years. Fund managers provide their expertise in terms of market timing and stock selection for investors, thus help to save the investors’ time and efforts in managing their fortune. As a result, this type of financial derivative has become popular among investors. Empirical industrial research from the past focused mostly on the “efficiency” rather than the “human factor” concerning fund management. This thesis, therefore, attempts to examine the important issues in the mutual fund industry through the latter perspective by exploring how performance will be influenced by different management structures and fund managers’ characteristics. Also, the present study attempts to establish a linkage between the individual, team and firm performance.
Collecting the data of Taiwan’s fund managers and fund management companies, the research objectives of this study are three-folded. First, using four-factor model and Chow test based on two sub-population regressions, the empirical model explicitly considers possible structural differences between the sole-manager and team-manager fund management. This study then sets Morningstar-awards as an indicator for individual manager’s performance. The Probit model is used to further identify factors influencing the fund manager’s performance. At last, this study not only considers the factors that influence fund management companies’ performance, the notion of star workers is incorporated into the regression model to identify the interaction between individual and firm performance. The empirical results indicate that team managers perform better, supporting the diversification of opinions hypothesis. As for fund manager’s individual performance, it is found that female managers who got promoted, having shorter tenure, higher return, lower-paid, hired by foreign company will have a higher probability to win the Morningstar-award. Furthermore, firms with better performance, in terms of higher average fund returns, are the international companies and those having smaller fund number, longer years of establishment and larger number of investing targets. Last but not least, the firms which have won the Morningstar-awards usually reveal a better performance, indicating that fund managers’ superior performance will improve the firm’s performance. Through the notion of star workers, this thesis establishes the missing linkage between fund managers and fund management companies. | en |
dc.description.provenance | Made available in DSpace on 2021-06-16T02:59:25Z (GMT). No. of bitstreams: 1 ntu-104-R02627004-1.pdf: 4375858 bytes, checksum: 843cf57819f12b30f3e22f53f6d258e8 (MD5) Previous issue date: 2015 | en |
dc.description.tableofcontents | 謝辭....................................................................................................................................i
摘要..................................................................................................................................iii Abstract..............................................................................................................................v 表目錄..............................................................................................................................ix 第一章 緒論.................................................................................................................1 第一節 研究背景概述.....................................................................................1 第二節 研究動機與目的.................................................................................2 第三節 研究步驟與架構.................................................................................5 第二章 文獻回顧.........................................................................................................7 第一節 個人工作表現相關文獻.....................................................................7 第二節 個人表現如何影響組織...................................................................13 第三節 有關組織表現的研究.......................................................................22 第三章 模型設定.......................................................................................................25 第一節 個人與團隊管理模式之表現差異...................................................25 第二節 基金經理人個人表現之影響因素...................................................29 第三節 組織表現影響因素...........................................................................32 第四章 資料概述與變數說明...................................................................................34 第一節 資料來源..........................................................................................34 第二節 變數定義與說明..............................................................................35 第三節 樣本資料敘述統計值......................................................................46 第五章 實證結果.......................................................................................................50 第一節 個人經理人與團隊經理人表現差異..............................................50 第二節 個人表現影響因素分析..................................................................55 第三節 組織表現影響因素分析..................................................................60 第六章 結論..............................................................................................................63 附錄................................................................................................................................67 參考文獻........................................................................................................................73 | |
dc.language.iso | zh-TW | |
dc.title | 共同基金投資績效表現之研究-以臺灣基金管理產業為例 | zh_TW |
dc.title | A Study on the Performance of Mutual Funds: Evidences from the Fund Management Industry in Taiwan | en |
dc.type | Thesis | |
dc.date.schoolyear | 103-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 莊慧玲,方珍玲 | |
dc.subject.keyword | 共同基金,基金經理人,基金管理公司,個人與團隊表現差異,Morningstar最佳基金獎,明星員工, | zh_TW |
dc.subject.keyword | mutual fund,fund manager,fund management company,difference between individual and team performance,Morningstar-awards,star performer, | en |
dc.relation.page | 83 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2015-07-06 | |
dc.contributor.author-college | 生物資源暨農學院 | zh_TW |
dc.contributor.author-dept | 農業經濟學研究所 | zh_TW |
顯示於系所單位: | 農業經濟學系 |
文件中的檔案:
檔案 | 大小 | 格式 | |
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ntu-104-1.pdf 目前未授權公開取用 | 4.27 MB | Adobe PDF |
系統中的文件,除了特別指名其著作權條款之外,均受到著作權保護,並且保留所有的權利。