by Zhou Jun. / Includes "Chinese version of the questionaire". / Thesis (M.B.A.)--Chinese University of Hong Kong, 1993. / Includes bibliographical references (leaves 43-45). / ABSTRACT / TABLE OF CONTENTS / ACKNOWLEDGEMENT / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- DEVELOPMENT OF PROPOSITIONS --- p.7 / Chapter III. --- METHODOLOGY --- p.19 / Chapter IV. --- DATA ANALYSIS --- p.25 / Chapter V. --- RESULTS --- p.30 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.34 / APPENDICES / BIBLIOGRAPHY

馬高明. / "2008年8月". / "2008 nian 8 yue". / Thesis (M.Phil.)--Chinese University of Hong Kong, 2008. / Includes bibliographical references (leaves 130-143). / Abstracts in Chinese and English. / Ma Gaoming. / 致謝 --- p.I / 摘要 --- p.II / 圖表目錄 --- p.IV / 目錄 --- p.V / Chapter 第一章、 --- 前言 --- p.1 / Chapter 第二章、 --- 文獻回顧 --- p.4 / Chapter 第一節、 --- 歐美等國和香港地區的殘疾人就業福利政策 --- p.4 / Chapter ´ؤ、 --- 歐美等國的殘疾人就業福利政策 --- p.5 / Chapter 二、 --- 香港的殘疾人就業福利政策 --- p.8 / Chapter 第二節、 --- 中國的殘疾人就業福利政策 --- p.12 / Chapter 一、 --- 殘疾人就業福利政策的發展 --- p.12 / Chapter 二、 --- 殘疾人就業福利政策的執行機構 --- p.14 / Chapter 三、 --- 殘疾人就業福利政策硏究的局限 --- p.15 / Chapter 第三節、 --- 西方政策執行的硏究 --- p.18 / Chapter 一、 --- 政策執行的三個理論視角 --- p.18 / Chapter 二、 --- 六項影響因素 --- p.21 / Chapter 三、 --- 執行理論在中國的應用 --- p.24 / Chapter 第三章、 --- 理論框架 --- p.29 / Chapter 第一節、 --- 槪念框架 --- p.29 / Chapter 第二節、 --- 槪念操作化 --- p.30 / Chapter ´ؤ、 --- 使用狀況 --- p.30 / Chapter 二、 --- 影響因素 --- p.31 / Chapter 第三節、 --- 硏究問題 --- p.34 / Chapter 第四章、 --- 硏究方法 --- p.35 / Chapter 第一節、 --- 質性的硏究取向 --- p.35 / Chapter 第二節、 --- 文獻資料 --- p.35 / Chapter 第三節、 --- 訪談資料 --- p.36 / Chapter 第四節、 --- 資料分析 --- p.40 / Chapter 第五節、 --- 硏究的品質與倫理 --- p.41 / Chapter 第五章、 --- 硏究發現(I) --- p.44 / Chapter 第一節: --- 訪談描述 --- p.44 / Chapter 第二節、 --- 訪談小結及回應硏究問題一 --- p.57 / Chapter 一、 --- 九位受訪因工致殘民工的基本資料 --- p.57 / Chapter 二、 --- 因工致殘民工使用殘疾人就業福利的狀况 --- p.59 / Chapter 三、 --- 回應硏究問題一 --- p.62 / Chapter 第六章、 --- 硏究發現（II) --- p.64 / Chapter 第一節、 --- 忠縣殘疾人就業福利政策執行的因素分析 --- p.64 / Chapter 一、 --- 殘疾証 --- p.64 / Chapter 二、 --- 集中就業 --- p.67 / Chapter 三、 --- 按比例就業 --- p.72 / Chapter 四、 --- 職業培訓和優惠措施 --- p.82 / Chapter 五、 --- 忠縣政策執行的環境 --- p.87 / Chapter 六、 --- 因工致殘民工的本體因素 --- p.91 / Chapter 第二節、 --- 城市地區的執行狀况及因工致殘民工的使用障礙 --- p.98 / Chapter 一、 --- 重慶市渝中區殘疾人就業福利政策的執行狀況 --- p.98 / Chapter 二、 --- 地區間戶籍遷移的限制對因工致殘民工使用的影響 --- p.101 / Chapter 第三節、 --- 小結及回應硏究問題二 --- p.103 / Chapter 一、 --- 忠縣地區 --- p.103 / Chapter 二、 --- 城市地區 --- p.106 / Chapter 三、 --- 回應硏究問題二 --- p.107 / Chapter 第七章、 --- 討論與建議 --- p.110 / Chapter 第一節、 --- 硏究發現討論 --- p.110 / Chapter 一、 --- 返ˇёإ後因工致殘民工的生活及福利使用狀况 --- p.110 / Chapter 二、 --- 中國的選擇性政策執行 --- p.111 / Chapter 三、 --- 工傷政策與殘疾人就業福利政策 --- p.114 / Chapter 四、 --- 城ˇёإ戶籍與地區戶籍 --- p.116 / Chapter 五、 --- 因工致殘民工的權利認知、訴求及政策倡導 --- p.117 / Chapter 第二節、 --- 政策建議 --- p.119 / Chapter 一、 --- 政策執行的影響因素 --- p.119 / Chapter 二、 --- 按比例就業與反歧視法律 --- p.120 / Chapter 三、 --- 留在城市與返回家ˇёإ --- p.122 / Chapter 第三節、 --- 硏究建議 --- p.124 / Chapter 一、 --- 受傷城市地區的硏究 --- p.124 / Chapter 二、 --- 結論的量化驗證 --- p.124 / 附錄一 --- p.126 / 附錄二 --- p.127 / 附錄三 --- p.129 / 參考文獻 --- p.130

Thesis (M.Law (Labour Law)) --University of Limpopo, 2012 / This research is titled ‘Compensation as a remedy for unfair dismissal, a comparison of South African and Australian labour law’. The Australian labour law systems and structures share some important features with South African labour law jurisprudence pertaining to the awarding of compensation as a remedy to unfairly dismissed employees. Some of these important features include the method of calculating compensation and the existence of a compensation cap. The research sets out, amongst other things guidelines or directives to be followed by adjudicators of unfair dismissal dispute in South Africa when awarding compensation, and highlight comparative analysis of South African and Australian labour law approach on compensation as a remedy for unfair dismissal.

This study considers the determination of the ex ante pay-performance relationship. A single-period partial equilibrium model is used to show that the executive income can be expressed as a function of the firm's return expressed in dollar terms. The executive income is jointly determined by the opening firm size and current return, which function as a managerial talent proxy and self-selection mechanism respectively. Comparing to Jensen and Murphy (1990) wealth-based Pay-Performance Sensitivity (PPS), this research presents an income-based PPS. The alternative PPS not only overcomes a misleading misspecification in Jensen and Murphy (1990), but also corrects Rosen's (1992) argument for only including return in the pay performance relationship. This research finds empirically that both the opening firm size and stock return play a significant role in determining executive income. This study provides supplementary evidence to Murphy's (1986) Learning Model. However, shareholder income may not be an ideal performance measure in capturing the multi-period pay-performance relationship.

This dissertation contains five research projects within the context of two distinctive issues that concern the effectiveness of executive compensation in aligning executive interests with shareholders and how institutional investors play a role in structuring corporate governance mechanisms. The objective of this dissertation is to first determine how institutions should exert their influence if they are serious about alleviating agency problems and improving firm performance. Second, the thesis seeks to determine whether institutional investors use their influence to shape executive compensation and corporate governance mechanisms in a manner consistent with aligning managerial interests with shareholders and increasing shareholder wealth. The thesis finds that CEOs with option incentives increase the likelihood that a firm will increase risk by undertaking both major real investments and acquisitions. Moreover, CEO option grants are positively related to measures of firm valuation and operating performance suggesting option incentives are an important mechanism to align CEO interests with shareholders. This is robust to alternative measures of firm valuation and operating performance, also various estimation techniques. Using these findings to motivate the direction of institutional influence on executive compensation, it is found that institutional investors, particularly smaller activist traders, significantly increase option grant incentives received by executives. Institutional influence also raises CEO pay which is consistent with preservation of reservation CEO utility levels. Addressing the role of institutional investors in the context of other corporate governance mechanisms, it is found that institutional investor influence is also negatively related to board size and positively related to board independence, which is achieved by removal of inside directors. Such actions are consistent with empirical studies that show smaller boards and increased levels of independent directors improve firm performance and board decision making. The main conclusion from this dissertation is that option incentives are an effective mechanism to align CEO interests with those of shareholders. Institutional investors appear to recognise this importance, and effectively use their influence to increase options received by executives. Combined with institutional investors putting in place corporate boards that provide better oversight of management, institutional investors appear to be effective monitors of the firms in which they invest.

In an era of increasing competition, many organizations seek growth through expansion into foreign markets. And it means there is more and more growth in need of the organizations to transfer skills and develop organizational staff. The use of expatriate is an important human resource option which enables skill transfer and the development of new market. There are more interactions between Taiwan and Mainland China with the rapid growth economics in Mainland China in the recent years. It still has the difference in designing the expatriate compensation compared to the western theory due to the similar history background, culture and language. This study is to explore how the design of the expatriate compensation affects the willingness of expatriation in the case of the Taiwanese expatriates to Mainland China. It tends to understand the company and employee¡¦s view through the questionnaire in the design of the expatriate compensation. Furthermore, it will try to understand the future trend and development of the expatriate compensation from Taiwan to Mainland China.

Power management has had an ever increasing role in the present electronic industry. Battery powered and handheld applications require power management techniques to extend the life of the battery and consequently the operation life of the device. Most systems incorporate several voltage regulators which supply various subsystems and provide isolation among such subsystems. Low dropout (LDO) voltage regulators are generally used to supply low voltage, low noise analog circuitry. Each LDO regulator demands a large external capacitor, in the range of a few microfarads, to perform. These external capacitors occupy valuable board space, increase the IC pin count, and prohibit system-on-chip (SoC) solutions. The presented research provides a solution to the present bulky external capacitor LDO voltage regulators with a capacitor-less LDO architecture. The large external capacitor was completely removed and replaced with a reasonable 100pF internal output capacitor, allowing for greater power system integration for SoC applications. A new compensation scheme is presented that provides both a fast transient response and full range ac stability from a 0mA to 50mA load current. A 50mA, 2.8V, capacitor-less LDO voltage regulator was fabricated in a TSMC 0.35um CMOS technology, consuming only 65uA of ground current with a dropout voltage of 200mV. Experimental results show that the proposed capacitor-less LDO voltage regulator exceeds the current published works in both transient response and ac stability. The architecture is also less sensitive to process variation and loading conditions. Thus, the presented capacitor-less LDO voltage regulator is suitable for SoC solutions.

Thesis (M.B.A.)--University of Hong Kong, 1986.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1981.

Due to variations in process, voltage, and temperature (PVT), amplifiers are almost solely designed for use in a negative feedback loop. The feedback loop mitigates the effect of PVT, however maintaining stability becomes the main design challenge. Further, multi-stage amplifiers with high open-loop gain are used for powering headphone speakers in modern portable electronics. As there are many different headphone manufacturers and compatibility specifications, headphone amplifiers are subjected to a wide variation in capacitive and resistive loads, which further complicates the stability upkeep. This thesis explores a two-stage (Common-Gate Feedback) and three-stage (Impedance Adapting Compensation) amplifier topology with respect to performance under wide load variations. For both compensation topologies, an analytical analysis is presented, followed by a design proposal for a headphone amplifier application. Finally, the trade-offs for maintaining stability under varying loads are discussed. / text