臺灣博碩士論文加值系統

我國壽險市場於1993年後邁入全面開放的階段，在此關鍵時刻，更需要高優質的業務部隊開拓市場，但壽險業務員的離職率居高不下，大量增員，大量流失的情況屢見不鮮，如何降低離職率，已是相關人員不可迴避的課題。本研究旨在探討壽險業務員離職傾向之相關因素，並以工作滿意度、專業承諾、工作價值觀、工作績效、工作壓力及主管支持為解釋變項，進行離職傾向的實證分析。經由問卷調查，取得385份有效回收問卷後。並以獨立樣本t檢定及迴歸分析進行資料分析，實證結果發現不同所屬通路業務員的離職傾向有明顯的差異，工作滿意度、專業承諾、工作績效、主管支持對離職傾向存有負向的影響，工作壓力對離職傾向存有正向的影響，僅工作價值觀對離職傾向的影響不顯著。整體而言，本研究對壽險業可提供重要的實務意涵。

Life insurance market of our country is fully open stage after 1993,At this critical moment, but need high quality sales army to develop new markets,However,the high turnover rate of life insurance agents,a large number of additional staff, great loss is nothing new,How to reduce the turnover rate, is an unavoidable issue with related personnel.This study aimed to explore the relation factor of turnover intention of life insurance sales .And use the job satisfaction, professional commitment, work values, job performance, job pressure and supervisor support for the interpretation variables,Empirical Analysis of the turnover intention.and analysis empirical of the turnover intention.Through questionnaires, obtained after 385 valid questionnaires.After obtained 385 valid questionnaires by questionnaires.And use the independent sample t test and regression analysis to analyze the data,Empirical results indicate that the clerk of the different respective channels tend to have significantly different turnover,Job satisfaction, professional commitment, job performance, supervisor support and turnover there are negative effects of job stress for their turnover rate there is a significant positive impact. Supervisor support on turnover intention, there is a significant negative impact,Work values only influence on turnover intention is not significant.Based on the findings, its implications of the practice are discussed.

第一章 緒論.....................1
第一節 研究背景..................1
第二節 研究動機..................3
第三節 研究目的..................5
第四節 研究流程..................6
第二章 文獻回顧與研究假說..........8
第一節 工作滿意度與離職傾向........8
第二節 專業承諾與離職傾向..........9
第三節 工作價值觀與離職傾向........10
第四節 工作績效與離職傾向..........10
第五節 工作壓力與離職傾向..........11
第六節 主管支持與離職傾向..........12
第三章 研究方法..................14
第一節 研究架構..................14
第二節 研究對象與範圍.............15
第三節 問卷設計..................15
第四節 控制變數..................16
第五節 資料分析方法...............17
第四章 研究結果分析...............21
第一節 樣本資料敘述性統計分析.......21
第二節 信度與效度分析.............29
第三節 因素分析..................31
第四節 迴歸分析..................34
第五節 實務意涵..................41
第五章 結論與建議................45
第一節 結論.....................45
第二節 建議.....................48
第三節 研究限制與未來研究方向...... 49
參考文獻 50
附錄 59

一、中文部份
(一)書籍
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(二)期刊
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(三)碩、博士論文
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10.鍾燕宜 (民91)，銷售與拒絕情境下心理量表的發展與評量─以壽險業務員為例，博士論文，國立交通大學經營管理研究所博士論文。
11.蘇慧萍 (民93)，醫療業知識員工工作價值觀、激勵公平性與離職傾向之相關研究，國立中山大學人力資源管理研究所碩士論文。
12.劉憲儒 (民94)，人壽保險公司業務員工作滿意度、人格特質、績效與離職意願之相關研究，國立中正大學企業所碩士論文。
(四)其他
1.行政院主計處網站，http://www.dgbas.gov.tw/mp.asp?mp=1，搜尋日期: 2011年6月27日。
2.全國法規資料庫，http://law.moj.gov.tw/，搜尋日期: 2011年6月27日。
3.財團法人保險業是發展中心，http://www.tii.org.tw/index.asp，搜尋日期:2011年5月12日。
4.維基百科網站，
http://zh.wikipedia.org/wiki/Wikipedia:%E9%A6%96%E9%A1%B5，
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