| dc.description.abstract | As the competitions in the life insurance market intensified in an industry that has been highly monitored by the governing authorities, it was found that the retention ratio of the newly recruited life-insurance sales representatives in the last ten years has never exceeded 50%, according to the key indicator statistics of the insurance market by the Insurance Bureau of FSC. In other words, for every two newly recruited life-insurance sales representatives, there is only one remaining on his or her post after one year of tenure, so the primary object of this study is how to utilize strategic human resource management measures to maximize the retention rate, or at least, lower the turnover intention of life-insurance sales representatives.
The primary subject of this study is the life-insurance sales representatives of the insurance broker/agency, the local and multi-national life-insurance corporations, and the insurance broker/agency invested by banks, of which the services cover the northern, central, and southern regions of Taiwan and out of the 500 questionnaires issued, 469 questionnaires were collected, of which 12 were deemed invalid, i.e., a response rate of 91.4%. With the analysis carried out with the method of fsQCA, Fuzzy Sets Qualitative Comparative Analysis, the results of eight configurations of the insurance broker/agency, eight configurations of the local life-insurance corporations, and one configuration of the multi-national life-insurance corporations were obtained, which, through empirical analysis, showed that fsQCA was capable of providing effective references for life-insurance corporations to model or to adjust their existing practices in retaining the life-insurance sales representatives.
Keywords：Turnover Intention, Life-Insurance Sales Representative, Strategic Human Resource Management, Fuzzy Sets Qualitative Comparative Analysis (fsQCA) | en_US |