| DC 欄位 |
值 |
語言 |
| DC.contributor | 企業管理學系在職專班 | zh_TW |
| DC.creator | 李冠瑩 | zh_TW |
| DC.creator | Li-Guan Ying | en_US |
| dc.date.accessioned | 2021-1-29T07:39:07Z | |
| dc.date.available | 2021-1-29T07:39:07Z | |
| dc.date.issued | 2021 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=107451002 | |
| dc.contributor.department | 企業管理學系在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 本研究以臺灣壽險產業之持有人身保險證照的保險業務員為研究對象，以保險業務員可量化之工作成果，即首年度佣金與增員人數，探討組織文化、大五人格、專業能力及工作績效之關係。本研究採用 Surveycake 網站設計問卷進行資料蒐集，共蒐集188份問卷，扣除無效樣本後，總計回收184份有效問卷，後續並進行相關分析與線性迴歸分析。
研究結果顯示組織文化對首年度佣金有部分負向關係，其中創新文化對首年度佣金為顯著負相關；大五人格對首年度佣金正向關係之假設部份成立，其中情緒穩定性對首年度佣金與增員人數有正相關，而其他面向與其他依變數之間無顯著關係。此外，專業能力對首年度佣金與增員人數有部分正向關係，其中專業技能對首年度佣金與增員人數有正相關，而專業知識與專業服務對首年度佣金與增員人數則無顯著相關。本研究依據研究結果，針對壽險業提出管理意涵以及未來研究之建議。 | zh_TW |
| dc.description.abstract | The purpose of the study is to examine the relationships among organizational culture, the Big-Five personality traits, professional competence, and job performance. The study focuses the investigation on the sales force of the insurance industry in Taiwan. The qualitative index such as first year commission and organizational size are adopted as the measures of job performance. Data are collected through the distribution of questionnaire on Surveycake.
It is found that the organizational culture is partially negatively related to salesperson’s performance. The innovative culture is negatively related to salesperson’s first year commission. The Big-Five traits are partially related to salesperson’s first year commission. Emotional stability is the single dimension positively related to salesperson’s first year commission and organizational size. Besides, professional competence is partially positively related to salesperson’s first year commission and organizational size. Salesperson’s professional skill is positively related to the first year commission and organizational size. Based on the research findings, managerial implications and suggestions for future research are thus discussed. | en_US |
| DC.subject | 組織文化 | zh_TW |
| DC.subject | 大五人格 | zh_TW |
| DC.subject | 專業能力 | zh_TW |
| DC.subject | 首年度佣金 | zh_TW |
| DC.subject | 增員人數 | zh_TW |
| DC.subject | organizational culture | en_US |
| DC.subject | the Big-Five traits | en_US |
| DC.subject | professional competence | en_US |
| DC.subject | first year commission | en_US |
| DC.subject | organizational size | en_US |
| DC.title | 組織文化、大五人格、專業能力 與工作績效之探討-以保險業為例 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | nono | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |