保險業務員人格特質與工作滿意度對工作績效影響之研究–以S保險公司為例

The Research of the Influence of Personality Traits and Job Satisfaction to Insurance Salespersons on Job Performance- As an Example of S Insurance Company

余展任(Jhan-Ren Yu)

指導教授 ： 呂星金

嶺東科技大學/管理學院/企業管理系碩士在職專班/碩士(2019年)

摘要

至107年12月31日止人壽保險登錄人數達380019人。傳統保險業務員素質參差不齊，因此工作績效也跟著不穩定。且因從業人員的特質變異過大，工作滿意度的需求也不大依樣。並且工作滿意度會同時影響工作績效及留任度。因此本研究將就保險業務員人格特質、工作滿意度以及工作績效等三個構面進行分析。並提供企業研究結果，以提高人員的工作滿意度及工作績效。
因此本研究將探討S公司之壽險業務從業人員，以中部地區部室營業處之業務人員，為研究對象，採用網路問卷方式進行抽樣調查，共回307份問卷，將回收所得資料以描述性統計、信度分析、回歸分析及相關分析等統計方法分析〭
研究結果：
工作滿意度之內在滿意、外在滿意、整體滿意與工作績效正向相關性皆非常顯著。
保險公司可以藉本研究，在於徵才時盡量選擇謹慎型人格特質的員工，可避免徵選人才時，錯誤選擇，浪費公司資源與時間，以增加司績效。由於工作滿意度會影響工作績效，公司可教授業務員標準化服務流程，與業務招攬話術演練，績優業務員業績榮譽表揚，安排晉升管道，積極改善工作環境，增加員工作滿意度，藉由工作滿意度以提升業務員的工作績效。

關鍵字

保險業務員人格特質 ； 工作滿意度 ； 工作績效

並列摘要

As of December 31, 2007, the number of salesperson registered for life insurance reached 380,019. The quality of traditional insurance salesmen is uneven, so job performance is also unstable. And because the traits of the practitioners are too large, the demand for job satisfaction is not the same. And job satisfaction will affect both job performance and retention. Therefore, this study will analyze the three dimensions of the insurance ersonality traits, job satisfaction and job performance. And provide corporate research results to improve staff's job satisfaction and job performance.
This study will use S Life Insurance Company as example. The agents from Central Office Department will conduct a sample survey using online questionnaire. A total of 307 questionnaires will be returned, and the collected data will be descriptively counted. Statistical analysis methods such as reliability analysis, regression analysis and related analysis will be used to study data obtained.
Research result from the study is as below:
The positive correlation between internal satisfaction, external satisfaction, overall satisfaction and job performance is very significant.
Insurance companies can use results from this research to choose employees with cautious personality traits when recruiting talents. It can avoid making the wrong choice when selecting talents, diminish the waste of company resources and time, and increase the performance of the company. As the job satisfaction will affect the performance of the work, the company can teach the salesman to standardize the service process, and the business to recruit speech drills, the performance of the salesman's performance honors, arrange the promotion pipeline, actively improve the working environment, increase the satisfaction of the staff, and improve the work satisfaction, to the reach the goal of improve salesperson's job performance.

並列關鍵字

Personality Traits ； Job Satisfaction ； Job Performance

參考文獻

Galton, F. (1884). Measurement of character. Fortnightly Review, 36, 179-185.

一、中文部分

林海清 (1994)。高中教師激勵模式與其工作滿意度、服務士氣、教學效能之研究。國立政治大學教育研究所博士論文，台北。

王楨松 (1994)。國軍資訊軍官個人屬性、事業生涯、工作滿足與組織承諾之關聯性研究。國防管理學院資源管理研究所。碩士論文。

吳秉恩 (2000)。分享式人力資源管理。台北市：翰蘆圖書出版有限公司。