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題名:壽險業務員組織結構對組織承諾與工作績效影響之研究
作者:許維智
作者(外文):HSU,WEI-CHIH
校院名稱:逢甲大學
系所名稱:商學博士學位學程
指導教授:董澍琦
黃雅文
學位類別:博士
出版日期:2018
主題關鍵詞:壽險業務組織結構組織承諾工作績效life insurance company agentorganizational structureorganizational commitmentwork performance
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台灣壽險產業環境為因應國際化與多元化趨勢,再加以2005年勞退新制實施,使金融業環境發生改變,此對壽險組織結構影響甚鉅。我國壽險業務員制度,以直轄多階式業務組織制度為主,組織結構是業務人員展業主要升遷誘因,導致擴展組織為我國壽險業發展常態。本研究旨在探討壽險業務員組織結構對組織承諾與工作績效之影響,運用相關文獻探討理論基礎後,建立研究架構,並設計研究工具,以便利抽樣方式,針對臺灣壽險業務為研究對象進行施測,回收正式有效問卷300 份。有效樣本資料以獨立樣本t考驗、單因子變異數分析、皮爾森積差相關及迴歸分析等統計方法進行資料分析。藉由統計分析,彙整主要研究發現獲得結論如下:
一、壽險人員組織結構感受為中等程度,「正式化」感受較高。
二、壽險人員組織承諾感受程度為中等程度,「努力承諾」感受較高。
三、壽險人員工作績效感受程度為中等程度,「效率」感受較高。
四、不同組織結構(分權化、正式化、整合化)會因壽險人員個人背景(服務職級、工作年資)不同而有顯著差異。
五、不同組織承諾(價值承諾、努力承諾、留職承諾)會因壽險人員個人背景(服務職級、工作年資)不同有顯著差異。
六、壽險人員組織結構、組織承諾與工作績效具顯著正相關。
七、組織結構對組織承諾具有正向影響。
八、組織結構對工作績效具有正向影響。
九、組織承諾對工作績效具有正向影響。
依照上述結果,建議相關壽險公司管理單位,研議組織結構規劃與改善之道,從而提昇壽險業務的組織承諾與工作績效,並將此延伸至保戶感受與實際應用,以作為壽險業經營與管理等規畫參考之用。
關鍵字: 壽險業務、組織結構、組織承諾、工作績效
In the context of Taiwan's life insurance industry, in response to the trend of internationalization and diversification, and the implementation of the new system of retiring in 2005, the environment of the financial industry has changed, which has a great impact on the structure of life insurance organizations. Taiwan's life insurance agent system is mainly based on multi-level business organization system. The organizational structure is the main reason for the promotion of business personnel's exhibition industry, which leads to the expansion of the organization as the normal state of life insurance industry in Taiwan. This study aims to explore the impact of the organizational structure of life insurance clerk on organizational commitment and work performance.
The study shall use relevant literature to investigate theoretical basis and establish research structure as well as design of research tools. Stratified random sampling is used on Life Insurance Company agent in Taiwan for examination. A total of 300 questionnaires were sent out and collect. Data analysis is conducted upon effective samples using statistical methods such as independent-samples t test, one-way analysis of variance, Pearson Correlation as well as regression analysis. Statistical analysis inductions on main research findings yield the following conclusions:
I. Comprehensive perception of the organizational structure of life insurance agent is above average. Comparison of the three stratuses supports more positive perception of “formalization”.
II. Comprehensive perception of the organizational commitment of life insurance agent is above average. Comparison of the three stratuses supports more positive perception of “effort commitment”.
III. Comprehensive perception of the work performance of life insurance agent is above average. Comparison of the three stratuses supports more positive perception of “effectiveness”.
IV. The organizational structure differences (decentralization, formalization, integration) of the Life Insurance Company agent supports significant differences in the background (position, Job tenure).
V. The organizational commitment differences (value commitment, effort commitment, retention commitment) of the Life Insurance Company agent supports significant differences in the background (position, Job tenure).
VI. The Life Insurance Company agent’s organizational structure, organizational commitment and work performance support a positive correlation.
VII. Organizational structure has a positive impact on organizational commitment.
VIII. Organizational structure has a positive impact on work performance.
IX. Organizational commitment has a positive impact on work performance.
Based on the above results, it is recommended that the relevant life insurance company management unit may elaborate on the organizational structure planning and improvement method to enhance the organizational commitment and work performance of the life insurance business and extend this to the customer experience and practical application.
Key word: life insurance company agent, organizational structure, organizational commitment, work performance.
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