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頁籤選單縮合
題名 | 我國壽險業務員成就動機、角色認知、組織承諾與離職傾向之研究:Achievement Motivation, Role Perception, Organizational Commitment and Turnover Intention of Life Insurers' Salesperson in Taiwan |
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作者 | 彭金隆; 沈經洪; 鄭家宜; Peng, Jing-lung; Shen, Jin-hung; Cheng, Chia-yi; |
期刊 | 保險專刊 |
出版日期 | 20010600 |
卷期 | 64 2001.06[民90.06] |
頁次 | 頁131-154 |
分類號 | 563.7 |
語文 | chi |
關鍵詞 | 壽險業務員; 跨業經營; 組織承諾; 離職傾向; 角色認知; Life insurance salesperson; Organizational commitment; Turnover intention; Achievement motivation; Role perception; |
中文摘要 | 隨著國際金融之改革與演進,我國保險業跨業經營之趨勢已隱然成形。現階段發展因法令之限制,壽險業與金融業之合作模式中,以行銷通路之共用最為普遍。由於壽險業務員在此通路上扮演最重要之角色,所受到之衝擊與影響也最大;加以我國壽險業務員原本就具有異動頻繁之特性,當壽險業面臨此競爭日益激烈之經營環境,必須選擇適任之業務員,以及整合日趨複雜之工作內容,以維持較佳之業務員續職率。本研究以人格特質理論為基礎,探討我國壽險業務員人格特質及工作角色之認知,對組織承諾及影響離職傾向之效果;採問卷調查以結構方程模式(Structure Equation Model, SEM)分析之結果顯示,組織承諾確實為影響業務人員離職傾向之主要中介變數,壽險業務員對所屬公司之組織承諾越高,其離職傾向越低;此外選擇業務員具有成就動機越高之人格特質者,對所屬公司也會具有較高之組織承諾,業務員對工作角色之認知越清楚時,對組織承諾也越高,相對的離職率也較低。 |
英文摘要 | Since the revolution and evolution of international financial market, the diversification of insurance companies in Taiwan has been an irresistible tide. Restricted by the governmental regulations, the most pervasive way of the cooperation of insurance companies and banks is to use marketing channels collectively. The salesperson of life insurer are confronted the most serious shock and influence because of the important role in distribution channels. The high turnover rate and intensive competition make all the insurance companies have to recruit the salesperson cautiously and integrate the complicated job content appropriately to build a sustainable competitive advantage. The research based on the personality trait theory to explore the insurance salespersons' personal traits, the role perception, and the impact of organizational commitments on turnover intention. The authors make use of survey method to collect data and analyze the data by structural equation model. The research findings demonstrate that: (1) Organizational commitment is the main mediator among the relationship of personal trait, role perception, and turnover rate; (2) The salespersons with higher organizational commitment will have lower turnover rate; (3) The sales persons with higher achievement motivation will have higher organizational commitment; and (4) The salespersons with clearer role perception will have higher organizational commitment. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。