This study constructs a cross-market risk model based upon local multi-factor risk models of Taiwan, China and Singapore equity markets. This model allows each local market to adopt different local factors rather than force all local markets to use one parsimonious set of factors. We employ the world, country, industry, and global risk factors to build a structural model which could explain the relationship between local factors across market by further decomposing local factor returns. Therefore, this model could provide both in-depth and broad coverage analysis of international equity portfolios. Furthermore, we build a simple portfolio and its corresponding benchmark to illustrate the usage of our model. Once the contents of a portfolio are decided, this model could provide not only the risk estimation and decomposition in advance but also the performance attribution compared with the benchmark after the portfolio is realized. The analytical viewpoint could also easily change with different numeraire perspectives. The result demonstrates that this model is practical and flexible for international equity portfolio analysis.

Due to the social environment transition and the health care reform, hospital¡¦s transformation has made the high cost nurse resource of the medical organization issue. While facing salary pressure and nursing shortages, nursing leadership has taken an important role in stabilizing/establishing a positive work environment and maintaining good health care quality and job performance. In the past, personality and leadership have been proved to relate to job performance, but few studies show the relationship between these three variables. This study investigates which dimensions of the Five-Factor Model of personality of the head nurse (HN) are related to job performance. This study also analyzes the HN and investigates whether leadership style moderates personality-job performance relations. This study carried out a survey research and secondary date analysis in three regional hospitals of Kaohsiung-Pingtung area. The sample included 35 HN and 174 nurses who worked with their HN for over 6 months. t-test was used to examine the difference of personalities and leadership style in different demographic variables. In addition, the Tobit regression model explained significant portions of variance in these criterions. Results support the hypothesis that openness and extraversion are positively related to job performance. Results also support the hypothesis that consideration is appeared to moderate relationships between openness and job performance. This study show that personality influences job performance. Moreover, it shows that the leadership style could be the moderator between personality and job performance. This study suggested that personality might be a crucial factor in selection and recruiting of head nurses. In addition, providing training in leadership will facilitate the job performance. This study suggests that future studies should increase the sample size in terms of decision making units as well as random selection from different hospital levels.

This Thesis attempts to construct a Taiwan equity multi-factor model using fundamental cross-sectional approach step by step. It is found that the model involves 28 explanatory factors (including 20 industry factors) and its explanatory power is 58.6% on average. The results of the estimations can be considered very satisfactory. Moreover, based on MFM, this study simulates applications of equity market neutral strategies through quantitative techniques over the period Jan.2003 ¡V Dec.2003. The results verified that the three major characteristics of equity market neutral portfolio performance are: 1) providing absolute return; 2) lack of correlation to the equity benchmark; and 3) low volatility due to hedged portfolio structures.

In recent years, because of the transition of global economic structure, competition between companies is changing toward knowledge management and innovation. Especially at the field of quickly changing product, the superiority of technology is always the key factor of competition. Today, R&D department is important in many companies. The efficiency of R&D not only depends on the ability of technology development but also on the skill of management. Therefore, innovative ability and R&D personnel behavior are important issues for companies. This study focus on the relationship between the innovative behavior of R&D personnel and its influencing factors that include personality traits of subordinate and leadership style of supervisor. The purpose is explored what factors affect the R&D personnel¡¦s innovative behavior. In addition, this study analyzes the influence of age, gender, education background, and etc., on innovative behavior. This study adopts Five Factor Model (Big Five) that includes Neuroticism, Extraversion, Openness to Experience, Conscientiousness, Agreeableness on the personality traits. In addition, the leadership styles contain the transformational leadership and the transactional leadership. Through a questionnaire survey, the following results are obtained: For the two influent factors, personality traits generate more effect toward the R&D personnel¡¦s innovative behavior than the leadership styles. Among the personality traits, Openness to Experience has the most contribution to innovative behaviors. For the leadership styles, transactional leadership would better encourage subordinates to behave innovatively.

Many enhanced index funds are based on a quantitative model to control active risk and to acquire active return. In this thesis we first construct a multiple-factor model (MFM) and then use statistical methods to evaluate the significance and stability of factor explanatory power. Significant and stable factors are utilized to fine tune weights of T50 index fund portfolio by an intuitive weight allocation model to achieve the effect of return enhancement. Empirical studies show that the multiple-factor model can explain the excess stock return effectively; the average R-Square of multiple-factor model reaches 49%. After analyzing the sensitivity of parameter of enhanced index weight allocation, the study finds that the original weight retention rate has linear relationship with active return and active risk of the T50 index fund. Adjusting the retention rate allows us to control the active return and active risk of T50 index fund. Furthermore, adjusting the original weight retention rate according to the Adj-R2 of multiple-risk factor model can effectively improve the stability of active return. The study finds also that the expected rates of return which are calculated by multiple-risk factor model could not differentiate among future performance of the first your guarantee portfolios. Thus, the study adjusts the range of weight allocation to T50 constituent stocks with higher and lower expected return rates. The result shows that this adjustment increased the IR of the enhanced index funds.

Prior research finds that mutual fund investors have adequate ability to select funds which superior performance remains persistent. Following the work of Keswani and Stolin (2008), we use a fund netflow as a proxy for investors¡¦ preference to examine whether the smart money effect exists. Furthermore, this paper differs from prior research by combining the smart money phenomenon and fund firm¡¦s marketing activities (the advertising expenditure of mutual funds). This paper generates four empirical findings. (1) Mutual funds with positive netflow subsequently have positive Carhart four-factor alpha, that is, the ¡§smart money effect¡¨ exists in Taiwanese mutual fund market. (2) The smart money effect is caused by investors¡¦ buying decisions. (3) The smart money effect is only a short-lived phenomenon. (4) Our evidence shows that advertising of funds can explain the smart money effect in Taiwanese open-end mutual fund market.

During the last decade, investments into the Swedish mutual fund market have increased substantially. The increased popularity of actively managed Swedish equity funds among households and investment companies, correspondingly, funds need to deliver substantial results, raised the importance to evaluate these funds’ performance. This thesis adds to the scarce empirical literature on Swedish equity mutual fund performance. Employing the Fama-French three factor model, it analyzes whether actively managed Swedish equity mu- tual funds outperform the Fama-French benchmarks net- and gross of management fees. The study uses time-series data and constructs equally-weighted portfolios of the 42 Swe- dish based actively managed equity mutual funds investing in Sweden for the period 2003- 2013. The portfolios’ excess returns are calculated by estimating the Fama-French three factor model by means of ordinary least squares (OLS) regression analysis. The empirical results show that actively managed equity mutual funds over performed the Fama-French three factor benchmarks by an average annualized net- and gross excess return of 3.60 and 4.67 percent respectively. Sorting out the funds by the performance into deciles, the find- ings indicate that management fees influence the performance of the equity mutual funds in the sample of our study. The conclusion is made such that there is an indication that Swedish equity funds’ managers are able to add value above passive investing.

The purpose of the study is to investigate the relationships among personality factors and life satisfaction in high school students. High school students ( N = 625) completed self-report measures of personality characteristics (namely, extraversion, neuroticism, openness, conscientiousness, and agreeableness) and global life satisfaction. Results include the specific contribution of each of these personality dimensions as they relate to life satisfaction, gender differences, and the role of perceived classmate support in relationships between personality factors and life satisfaction. Specifically, findings revealed that about 45% of the variance in adolescents‟ life satisfaction scores was accounted for by their self-reported measures of personality factors. Neuroticism emerged as the strongest predictor of life satisfaction. Further, results demonstrated that openness, conscientiousness, and extraversion were significant and unique predictors of life satisfaction. Gender differences were found in the link between agreeableness and life satisfaction such that a higher level of agreeableness was related to higher life satisfaction for girls, but not for boys. Finally, results of the structural equation model that analyzed the role of perceived classmate support in the link between personality factors and life satisfaction revealed significant paths between four personality factors (excluding openness) and perceived classmate support. Further, the path from extraversion to perceived classmate support showed the strongest standardized path coefficient (.42); suggesting that a higher score on extraversion was associated with a higher level of perceived classmate support which, in turn, predicted higher levels of life satisfaction. Neuroticism demonstrated the strongest, albeit inverse, direct path to life satisfaction, further supporting the finding that higher levels of neuroticism were related to lower levels of life satisfaction. Findings provide school psychologists with a better understanding of the demographic (i.e., gender), stable (i.e., personality) and interpersonal characteristics (i.e., perceptions of classmate support) that place students at-risk for negative outcomes via low life satisfaction or, conversely, facilitate optimal wellness via high life satisfaction.

The National Institute of Mental Health’s (NIMH) Research Domain Criteria (RDoC; Insel et al., 2010; Sanislow et al., 2010) were established in an effort to explore underlying dimensions that cut across many existing disorders as well as to provide an alternative to the American Psychiatric Association’s Diagnostic and Statistical Manual of Mental Disorders (DSM-5; APA, 2013). The present dissertation aimed to study one major component of the RDoC model, negative valence, as compared to other models hypothesized to be closely related, as well as its relationship to a key component of psychopathology, affective instability. Participants were adult community residents (N=90) currently in mental health treatment. Participants received self-report measures of RDoC negative valence, five-factor model (FFM) neuroticism, and DSM-5 Section 3 negative affectivity, along with measures of affective instability, borderline personality disorder, and social-occupational impairment. Through this investigation, a better understanding and potential expansion of this new model of diagnosis for clinicians and researchers is provided. In particular, it is suggested that RDoC negative valence is commensurate with FFM neuroticism and DSM-5 negative affectivity, and it would be beneficial if it was expanded to include affective instability.

There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.