- 學位論文
產險業管理職人格特質與培育工具之研究
The Impact of Personal Attributes and Training & Development in Non-life Insurance Managers
摘要
鑒於產險業各險種間業務屬性與各部門間作業流程之特殊性與差異性甚大，對於整體產業發展與個別企業經營上，從業人員與管理職主管在業務執行與重要決策上具有重要影響，高度影響發展趨勢與經營成果。 本研究係以保險業公開資訊觀測站揭露各業者管理職主管為研究對象，透過隨機抽樣個別郵寄調查問卷，調查現任產險業管理職主管人格特質集中趨向，並從中找出差異化的管理職培育模式，為產險業者與從業人員發展管理職人才之建議。 透過隨機抽樣全體產險業管理職主管490位中的343位進行問卷調查，共計回收196份問卷，有效問卷194份。分別就人格特質(D型人格、I型人格、S型人格、C型人格)、職能別(營業行銷類、業務核心類、行政資源類)、職位別(基層主管、中階主管、高階主管)進行交叉分析。 本研究獲致下列五項結論： 一、職能別管理職人才培育工具有效性，以「授權」工具為最高。 二、職位別管理職人才培育工具有效性，以「授權」最高、「工作輪調」次之。 三、職能別產險主管人格特質，以「C型人格、分析謹慎型」為主，「D型人格、支配指揮型」為次。 四、職位別產險主管人格特質，以「C型人格、分析謹慎型」為主，「D型人格、支配指揮型」為次 五、不同人格特質產險主管對管理職人才培育工具有效性，以「授權」最高、「工作輪調」次之。 最後，就產險業管理職主管人才篩選與管理職人才培育上，分別針對產險業者、產險從業人員與後續研究者提供建議，期為本研究後續效益延伸。
並列摘要
The particularity and variation exist in the service attributes and operation procedures that are specific to the non-life insurance sector. As a result, it is those characteristics that determine the insurance industrial development and insurance business operation model when employees and supervisors execute actions and make decisions. These factors would have significant impact on the growing trend of both the insurance industry and the operational achievements of the insurance company. Disclosure of Insurance Information publishes the management positions within the non-life insurance industry. A random sampling of managers was taken and questionnaires were individually mailed to them to identify the personality traits of those non-life insurance managers. The purpose is to find out the differences in the cultivation model used by non-life insurance industry management and employees in order for a proposal to be made for the development of managerial talents. Out of the overall 490 managers within the non-life insurance industry, 343 of them were selected through a random sampling method and sent a questionnaire survey. Of the 196 questionnaires collected, 194 of them were deemed valid. A cross-analysis approach was then utilized by the study based on personality traits (D-type personality, I-type personality, S-type personality, C-type personality), competence classification (sales &marketing competence, insurance core business competence, administrative competence), and management level (supervisors management, junior management, senior management). The following five research findings were obtained by the study: 1.In competence classification, “authority” ranks highest as the tool deemed most effective in the cultivation of managerial talents. 2.In management level classification, “authority” ranks highest, followed by “job rotation” as the tool deemed most effective in the cultivation of managerial talents. 3.In competence classification, the majority of non-life insurance managers have a “C-type personality, Corrector type” followed by a “D-type personality, Director type”. 4.In management level classification, the majority of non-life insurance managers have a “C-type personality, Corrector type” followed by a “D-type personality, Director type”. 5.“Authority” ranks highest as the tool deemed most effective by non-life insurance managers with different personality traits in the cultivation of managerial talents, followed by “job rotation”. Finally, the study has provided recommendations for the respective non-life insurance company employees and follow-up researchers in the screening and cultivation of managerial talents within the non-life insurance industry study follow-up to gain further benefits for the industry.