| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 葉春坪 | zh_TW |
| DC.creator | Chun-Ping Yeh | en_US |
| dc.date.accessioned | 2006-7-16T07:39:07Z | |
| dc.date.available | 2006-7-16T07:39:07Z | |
| dc.date.issued | 2006 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=93437002 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 「壽險業務人員組織承諾與工作績效」是過去許多研究的重心，但大多數研究只針對單一領域的影響因素進行探討，鮮少整合不同領域之因素加以研究，本研究同時考量領導角度之「轉換型領導」、「交易型領導」，人力資源角度之「專業證照」，以及行銷管理角度之「工作習慣」，來探討所有概念之相關性及對於業務人員各工作績效指標之預測狀況。
本研究發放問卷給C壽險公司北區營業處第一區部14個業務單位年資ㄧ年以上的業務人員進行施測。總共發出800份，回收527份，回收率為65.88 %；廢卷52份，有效回收率為59.38 %。經迴歸分析、變異數分析等統計方法，研究結果與與發現如下：
假設一：轉換型領導風格對業務員組織承諾有顯著影響。
假設二：交易型領導風格對業務員組織承諾有顯著影響。
上述兩項假設獲得支持。
假設三：轉換型領導風格對業務員工作績效有顯著影響
假設四：交易型領導風格對業務員工作績效有顯著影響
上述兩項假設未獲得支持。
探究員工工作習慣與業務員工作績效，根據迴歸分析結果發現：員工良好工
作習慣與平均每月FYP、每月平均承保件數、年度FYC、責任額達成率、 13
個月繼續率、通訊處業績排名等工作績效相關變數呈現顯著正向關聯。
假設五：業務員良好的工作習慣對工作績效有顯著影響，獲得支持。
根據變異數分析結果發現：擁有投資型商品執照之員工，其平均每月FYP、責任額達成率、13個月繼續率、業績排名等，較沒有執照員工表現為佳，並綜合迴歸分析之結果，專業證照與平均每月FYP、每月平均承保件數、責任額達成率、13個月繼續率、通訊處業績排名等指標呈現顯著正向關聯，因此假設六：專業證照對工作績效有顯著影響，獲得支持。 | zh_TW |
| dc.description.abstract | “Factors that affect the organizational commitment and performance of life insurance salesperson” is always a research focus in the previous researches. But most researches only discuss one dimension of the factors. They didn’t put different dimensions together and see which dimension or which factor affects the performance of salesperson most. In this research, we put the focus on combining “transformational/transactional leadership、professional certificate and work habit” ，to see which factor is the most important to sales performance. We mainly discuss the factors such as the “transformational/transactional leadership、professional certificate and work habit”， that influence salesperson’s performance.
We randomly selected 14 sales units of C life insurance company to be the research samples, and we use only employees that have one-year seniority in C company. We use questionnaires to collect relative information. There are 475 pieces of useable questionnaires. After our analysis, we find that：
1. The relationship between transformational leadership and organizational commitment are significant.
2. The relationship between transactional leadership and organizational commitment are significant.
3. The relationship between transformational leadership and performance are not
significant.
4. The relationship between transactional leadership and performance are not significant.
5. The relationship between professional certificate and performance are significant.
6. The relationship between the work habit and performance are significant. | en_US |
| DC.subject | 轉換/交易型領導 | zh_TW |
| DC.subject | 工作習慣 | zh_TW |
| DC.subject | 專業證照 | zh_TW |
| DC.subject | 組織承諾 | zh_TW |
| DC.subject | 工作績效 | zh_TW |
| DC.subject | professional certificate | en_US |
| DC.subject | work habit | en_US |
| DC.subject | transformational/transactional leadership | en_US |
| DC.subject | organizational commitment | en_US |
| DC.subject | performance | en_US |
| DC.title | 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |