激勵制度重要性及滿意度對銀行理財專員工作績效之影響：工作投入中介效果

由於政府開放新銀行設立，國內銀行業一直處於高度競爭的景況，各銀行為提升收益，乃積極拓展財富管理業務，如何藉由良好的激勵制度，誘發理財專員的工作投入，繼而提升工作績效，已成為探討銀行業人力資源管理的重要議題。本研究旨在探討激勵制度對理財專員工作投入與工作績效之影響。本研究採問卷調查法，共發出128 份問卷，有效回收問卷為109 份，有效回收率為85%。研究結果發現，激勵制度重要性與工作績效間，以及激勵制度滿意度與工作績效間，工作投入都具有明顯的中介效果。本研究提出實務上重要的管理意涵及未來研究的建議。

關鍵字

激勵制度；工作投入；工作績效；理財專員

並列摘要

The domestic bank industry has been in a highly competitive situation due to the government's permission of setting up new banks. Therefore, banks now intend to enhance the earnings by developing wealth management business. The essence of how a fine motivation system to motivate financial consultants' job involvement and job performance is fairly crucial, and has become the important topic of human resources management in bank industry. The aim of this study is to investigate motivation system's effect on the consultants' job involvement and their job performance. This study adopted questionnaire survey method. This study assigned 128 questionnaires and 109 were used from collecting questionnaires, producing 85% effectively collecting rate. From the results of this study, we found the mediating effect of job involvement between importance of motivating system and job performance, and between satisfaction of motivating system and job performance. Based on the research findings, this study proposes certain management implications and further research suggestions.

並列關鍵字

motivation system ； job involvement ； job performance ； financial consultant

參考文獻

加拿大皇家銀行（2012）。亞太財富報告。取自https://www.capgemini.com/resource- file-access/resource/pdf/Asia-Pacific_Wealth_Report_2012_____Traditional_Chinese_Version.pdf