保險業務員人格特質、工作壓力、工作滿意與工作績效之探討-以D保險經紀人公司為例

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题名:	保險業務員人格特質、工作壓力、工作滿意與工作績效之探討-以D保險經紀人公司為例
其它题名:	The Research of Relationship among Insurance Salesperson Traits, Job Stress, Job Satisfaction and Job Performance-A Case Study of D Insurance Brokers.
作者:	賴義雄 Yi-Shiung Lai
贡献者:	吳金山 Jin-Shan Wu 高階經營管理碩士在職專班
关键词:	工作績效;工作滿意;工作壓力;人格特質 job satisfaction;work stress;personality;job performance
日期:	2016
上传时间:	2017-07-17T03:18:50Z (UTC)
摘要:	本研究旨在探討保險經紀人業務員之人格特質、工作壓力、工作滿意與工作績效，以台中區營業處為研究對象，採用網路問卷以及紙本問卷方式進行抽樣調查，回收有效問卷303份，以描述性統計、單因子變異數分析、Pearson積差相關分析、線性迴歸分析進行檢驗，研究結果分析如下所述。樣本特性以21~30歲、大學學歷、未婚、壽險年資在1~4年、主任階級、年收入30萬以下之業務員居多。本研究假設驗證如下：性別在工作績效上無顯著差異。教育程度碩士者高於大學，在工作績效有顯著差異。已婚且有小孩者高於未婚，在工作績效有顯著差異。年資在13~16年以上者高於1年以下及1-4年者，在工作績效有顯著差異。區經理職位高於業務員，在工作績效有顯著差異。謹慎性人格特質與工作績效有顯著相關。技術低度使用、角色衝突與工作績效達顯著負相關。內在滿意與工作績效達顯著負相關。技術低度使用、工作負荷過度與工作績效達顯著負相關。最後就研究結果驗證進行宗和討論，並提出相關建議作為相關行業與後續研究者之參考。 This research is designed to investigate the characteristic of an insurance salesperson. The aspect includes the stress and performance of insurance business and the personal satisfaction and fulfilment. The target of research is the salespersons of Taichung branch office questionnaire. We use of Internet questionnaire and paper questionnaire conducted a sample survey. We recover 303 valid questionnaires and analyze the data applying with several skills. These skills involves descriptive statistics, one-way analysis of variance, Pearson underperformance correlation analysis, and linear regression analysis.The target of research is described below: The characteristics are 21 to 30 years old, college educated, unmarried. The seniority of samples are in 1-4 years, director of the class. The annual income of the majority of sales 300,000 or less.The study hypothesis testing as follows:Gender does not contribute significantly to a person's job performance. People with master degrees perform significantly better at work than those with bachelor degrees. People who are married and with children perform significantly better than people who are single. People who have 13 to 16 ears worth of work experiences perform better than those with 1 year or less. District managers perform better than sales persons. People who are cautious perform significantly better than those who are not. People with conflicting roles perform poorly. People who are complacent perform poorly. People who do not utilize technology or people who are overworked also perform poorly.Finally do the validation of the result of research and discuss cases, and make recommendations for related industries and researchers of the subsequent reference.
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