臺灣博碩士論文加值系統

至107年12月31日止人壽保險登錄人數達380019人。傳統保險業務員素質參差不齊，因此工作績效也跟著不穩定。且因從業人員的特質變異過大，工作滿意度的需求也不大依樣。並且工作滿意度會同時影響工作績效及留任度。因此本研究將就保險業務員人格特質、工作滿意度以及工作績效等三個構面進行分析。並提供企業研究結果，以提高人員的工作滿意度及工作績效。
因此本研究將探討S公司之壽險業務從業人員，以中部地區部室營業處之業務人員，為研究對象，採用網路問卷方式進行抽樣調查，共回307份問卷，將回收所得資料以描述性統計、信度分析、回歸分析及相關分析等統計方法分析〭
研究結果：
工作滿意度之內在滿意、外在滿意、整體滿意與工作績效正向相關性皆非常顯著。
保險公司可以藉本研究，在於徵才時盡量選擇謹慎型人格特質的員工，可避免徵選人才時，錯誤選擇，浪費公司資源與時間，以增加司績效。由於工作滿意度會影響工作績效，公司可教授業務員標準化服務流程，與業務招攬話術演練，績優業務員業績榮譽表揚，安排晉升管道，積極改善工作環境，增加員工作滿意度，藉由工作滿意度以提升業務員的工作績效。

As of December 31, 2007, the number of salesperson registered for life insurance reached 380,019. The quality of traditional insurance salesmen is uneven, so job performance is also unstable. And because the traits of the practitioners are too large, the demand for job satisfaction is not the same. And job satisfaction will affect both job performance and retention. Therefore, this study will analyze the three dimensions of the insurance ersonality traits, job satisfaction and job performance. And provide corporate research results to improve staffs job satisfaction and job performance.
This study will use S Life Insurance Company as example. The agents from Central Office Department will conduct a sample survey using online questionnaire. A total of 307 questionnaires will be returned, and the collected data will be descriptively counted. Statistical analysis methods such as reliability analysis, regression analysis and related analysis will be used to study data obtained.
Research result from the study is as below:
The positive correlation between internal satisfaction, external satisfaction, overall satisfaction and job performance is very significant.
Insurance companies can use results from this research to choose employees with cautious personality traits when recruiting talents. It can avoid making the wrong choice when selecting talents, diminish the waste of company resources and time, and increase the performance of the company. As the job satisfaction will affect the performance of the work, the company can teach the salesman to standardize the service process, and the business to recruit speech drills, the performance of the salesmans performance honors, arrange the promotion pipeline, actively improve the working environment, increase the satisfaction of the staff, and improve the work satisfaction, to the reach the goal of improve salespersons job performance.

第壹章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的與問題 8
第三節 研究範圍與對象 9
第貳章 文獻探討 10
第一節 人格特質 10
第二節 工作滿意度 13
第三節 工作績效 18
第四節 人格特質、工作滿意度及工作績效之關係 22
第參章 研究方法 24
第一節 研究架構 24
第二節 研究假設 25
第三節 操作型定義與變數衡量 26
第四節 問卷設計與研究對象 26
第五節 統計分析方法 31
第肆章 研究結果與討論 33
第一節 樣本結構分析 35
第二節 信度分析 39
第三節 建構效度 40
第四節 差異性分析 45
第五節 人格特質、工作滿意度、工作績效之相關分析 53
第六節 人格特質、工作滿意度、工作績效之迴歸分析 55
第伍章 結論與建議 63
第一節 結論 63
第二節 管理意涵 66
第三節 研究限制與未來研究建議 67
參考文獻 69

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三、網路資源
中華民國壽險公會，表格資料，2019年4月。
http://www.lia-roc.org.tw/
謝寶煖，相關分析，台灣大學圖書資訊學系，
www.lis.ntu.edu.tw/~pnhsieh/courses/QStat/7_Correlation.ppt