因應台灣金融保險市場環境的快速變遷，各公司的管理經理人面對行銷觀念、人才培育、組織徵募擴展都有新的壓力與挑戰，而人力資源經理人對於如何協助企業招募真正符合壽險公司需求的適用人才、如何診斷員工的適才適所等議題則非常值得進一步探究與投入。 本研究主要目的在於：探討五大人格特質與壽險業務人員實際工作績效之間的關聯性，並以實證探討採用的量表對個案公司而言是否為具有足夠信度與效度的甄選工具；同時探討個案壽險公司業務人員之人口統計變項與工作績效是否相關，並運用相關分析期能判斷出具潛力業務員的篩選條件，以找到合適的員工為企業創造較佳的工作績效，並為爾後人力資源管理上運用之參考依據。 本研究以國內個案壽險公司，年資半年以上之業務人員作為研究樣本，採用問卷調查方式蒐集相關研究資訊，總共有效問卷370份，經信、效度分析、變異數分析與複迴歸分析等統計方法整理分析後，研究發現如下：1.五大人格特質中之情緒穩定性、勤勉審慎性、外向實踐與經驗開放性對壽險業務員之工作績效有顯著正相關。2.五大人格特質之外向實踐性對壽險業務員之工作績效有較佳的預測能力並有顯著的正向影響。 As the prompt change conditions of finance & insurance marketing in Taiwan, it is worth for HR managers to explore what are the qualifications for selecting sales agents who are suitable for the company. Successful agent selection program will be proper identification of talented agents and ensures productive and satisfying accomplishments of the company.In this research, we mainly discuss the correlation between factors of the Big-Five personality traits (Extroversion, Agreeableness, Conscientiousness, Neuroticism, Openness to Experience) and performance of life insurance sales agent. In addition, in order to verify the tool for the selection of insurance sales agents have the prediction of their job performance in the insurance company or not, a single company case was adopted.We selected sales agents who have half of year seniority and upward in the life insurance company to be the research samples and we use questionnaires to collect relative information. There are 370 pieces of useable questionnaires. Through SPSS statistical analyses, this study found：1) The correlations between the Big-five personality traits factors of Extroversion, Conscientiousness, Neuroticism and Openness to Experience with life insurance sales agents’ performance are significantly positive relation. 2) The Extroversion factor of the Big-Five personality traits can forecast the life insurance sales agents’ performance and has significantly positive effect.
