本研究以102位皮鞋店店員為研究對象，探討業務績效與業務員心理及人 口特徵的關係。結果顯示，若以客觀績效之等級來衡量，高業務績效的業務員在 「S量表」上呈現較好的社交技巧 (F=3.98,p<.01)、和積極性 (F=4.57, p<.01)。 經由介紹的方式而進入公司者，比起自行應徵者也有較高的績效 (Chi Square =16.37, d.f.=3, p<.01)。 這三種變數(社交技巧、積極性、進入公司方式) 與績效進行區別分析發現， 能有效地區別業績最優 （第一等級）和業績最差 （第四等級） 之業務員，且正確 預測59.18％，隨機模式的正確預測率僅為25％。 若從主管評量的五個層面 (工作能力、工作態度、人際關係、溝通協調、品 德操守) 上探討，發現工作能力評分高之業務員呈現較好的社交技巧 (r=.2991, p<.01)、和積極性 (r=.2343,p<.01)、經由介紹的方式進入公司者比自行應徵 者，在工作能力上有較高之評分 (t=.270,p<.01)。而工作態度評分高之業務員 呈現較好的社交技巧 (r=.3217, p<.001))。 至於人際關係方面，得分高之業務員 呈現較佳的積極性 (r=.03960, p<.001)、且與年齡成正比(r=.2472,p<.01)。經由 介紹的方式進入公司者比自行應徵者，有較高之人際關係評分(t=-2.65, p<.01)。 業務員的品德操守之評分，則與社交技巧得分有顯著的正相關 (r=.3640, p<.001)。 若將人格特質與人口特徵二種類型的變數和主管評量之績效進行逐步迴歸分析， 發現社交技巧為決定工作能力 (R Square=.852, F=9.31, p<.01) 及品德操守 (R Square=.1003, F=10.71, p<.01) 評分之最重要因素，但若針對人際關係的 表現來探討，則會以積極性為最重要的決定因素 (R Square=.1596, F=18.60, p<.01)。 本研究探討的另一個心理特徵為業務員對工作之態度及認知，測試其與客觀 績效的關係。結果發現，業務屬較高等級之業務員會對景氣的預測較為樂觀 (F=4.46, p<.01)，且偏向於將個人之成敗歸因為本身的因素(F=3.72,p<.01)。

　　　　　This Study investigated 102 salespersons of 21 shoe stores from 5 shoe companies. The purpose of this research intends to examine the concurrent validity of S Scales on the ex- planation of salespersons' performance measures: the objective measures and the subjetive ones. Salespersons for each shoe company are divided objectively into four categories ac- cording to their relative performance in each company. The subjective performance was rat- ed by the boss over five dimensions (ability, attitudes, human relationship, communication & conducts) . The objective performance indicated that the better-performed salespersons obtained higher scores on subscales such as Social Skill (p<.01) . The total S Scale was also higher(p<.001) for the better-performed salespersons. As the subjective rating from the boss is concerned, S Scale correlated highly with the overall ratings from the boss(p<.001). Salespersons recruited through personal ties performed bette than those through self ap- plying p<.01). The better-performed salespersons show more optimistic attitude on economic prediction p<.01) and are inclined to make an internal success-failure attribution p<.01) . S Scale also positively correlated with the subjective performance rating on Ability p<.001), Attitude (p<.001) , Human Relations (p<.001) , Communications (p<.01) and con- ducts(p<.001). The results were compared with previous studies of S Scale over occupations. It was concluded that the concurrent validity of sales performance explained by S Scale was verified. It requires further investigation to prove the predictive validity.