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題名:壽險新進業務員離職傾向與工作績效之研究:組織社會化之觀點
作者:徐璧君
作者(外文):Pi-Chun Hsu
校院名稱:國立彰化師範大學
系所名稱:工業教育與技術學系
指導教授:鄭友超
學位類別:博士
出版日期:2007
主題關鍵詞:師徒功能組織社會化戰術離職傾向工作績效組織社會化程度mentoring functionorganizational socialization tacticturnover intentionworking performanceorganizational socialization content
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如何降低壽險新進業務員的離職率與提昇工作績效一直是壽險業非常重要的議題,關於壽險業在協助新進業務員工作適應上,教育訓練是幫助新人適應工作、融入組織的最主要社會化戰術,同時師徒制亦是培訓新進業務員的重要策略;本研究目的是探討師徒功能與組織社會化戰術,對新進人員離職傾向與工作績效的影響;根據組織社會化多層次過程模式的觀點與不確定縮減理論,師徒功能與組織社會化戰術能降低新人進入組織時的不確定性,並增加其融入組織之社會化程度,進而降低離職傾向與增加工作績效,因此本研究以組織社會化程度為中介變項,分析其在師徒功能、組織社會化戰術和離職傾向、工作績效關係的中介效果。
本研究採用問卷調查法,以比例分層抽樣調查580位壽險新進業務員,研究結果顯示師徒功能與組織社會化戰術可有效降低新人的離職傾向與提昇工作績效;另組織社會化程度在師徒功能、組織社會化戰術和離職傾向、工作績效關係間有顯著之中介效果。
How to lower the new salespersons' turnover rate and lift working performance were very important issues in life insurance industry. Concerning to helping newcomers' field adaptation, the formal novice training programs were the main socialization tactics. Meanwhile, mentoring was also an important strategy when training new salespersons in life insurance industry.
The purpose of this study was to examine the effects of mentoring functions and organizational socialization tactics on newcomers' turnover intention and working performance. From the perspective of multi-level process of organizational socialization and uncertainty reduction theory, the mentoring functions and organizational socialization tactics can reduce the newcomers' uncertainty and improving the degree of organizational socialization. This study analyzed the mediating role of organizational socialization content to the relationship among mentoring functions, organizational socialization tactics, turnover intention and working performance.
The study adopted questionnaire survey method. A total of 580 new salespersons were selected by proportional stratified sampling method. The results indicated that the mentoring function and organizational socialization tactics both could be applied to lower newcomers' turnover intention and lift working performance efficiently. Furthermore, organizational socialization content is explicitly shown to mediate the relationship between mentoring functions, organizational socialization tactics, turnover intention and working performance.
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