人格五因素模式預測保險業務員銷售績效的效度 NEO-PI-R量表 ...

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人格五因素模式近年來獲得許多研究的支持,跨文化的檢驗也初步證實普遍適用性。

NEO-PI-R人格量表即量測此五因素:神經質、外向性、開放性、友善性及嚴謹性。

資料載入處理中... 跳到主要內容 臺灣博碩士論文加值系統 ::: 網站導覽| 首頁| 關於本站| 聯絡我們| 國圖首頁| 常見問題| 操作說明 English |FB專頁 |Mobile 免費會員 登入| 註冊 功能切換導覽列 (178.128.221.219)您好!臺灣時間:2022/09/0412:28 字體大小:       ::: 詳目顯示 recordfocus 第1筆/ 共1筆  /1頁 論文基本資料 摘要 外文摘要 目次 參考文獻 電子全文 紙本論文 QRCode 本論文永久網址: 複製永久網址Twitter研究生:沈聰益研究生(外文):Shen,Tsung-Yi論文名稱:人格五因素模式預測保險業務員銷售績效的效度─NEO-PI-R量表之跨文化檢驗與人際特質架構之實證探討論文名稱(外文):ValidityoftheFive-FactorModelofPersonalityinPredictingSalesPerformanceofLifeInsuranceSalespeople:Cross-culturalInspectionoftheNEO-PI-RandEmpiricalExplorationofInterpersonalTraits指導教授:黃仁宏指導教授(外文):Huang,Jen-Hung學位類別:博士校院名稱:國立交通大學系所名稱:經營管理研究所學門:商業及管理學門學類:企業管理學類論文種類:學術論文論文出版年:2003畢業學年度:91語文別:中文論文頁數:101中文關鍵詞:人格、五因素模式、銷售績效、保險業、權力距離、個人主義、跨文化外文關鍵詞:Personality、Five-Factormodel、NEO-PI-R、BigFive、SalesPerformance、LifeInsurance、PowerDistance、ProcrustesRotation相關次數: 被引用:234點閱:2666評分:下載:700書目收藏:10 人格五因素模式近年來獲得許多研究的支持,跨文化的檢驗也初步證實普遍適用性。

NEO-PI-R人格量表即量測此五因素:神經質、外向性、開放性、友善性及嚴謹性。

然而部分亞洲樣本的研究結果,卻呈現外向性和友善性兩個有關人際互動的維度,有混雜交錯的情形。

本文針對保險業務員進行實證研究,發現人格結構的因素分析型態,重現了這種混雜交錯的情形。

進一步從人格特質與銷售績效的相關分析中,發現以「支配性」和「愛」命名的人際特質建構方式,具備較佳的準則相關效度與收斂效度。

有關人格五因素模式在跨文化檢驗中,人際特質層面的歧異及其文化意涵,有必要進行審慎的研究與探查,在實證應用直接擷取人格五因素做為預測變數時,更需要注意此方面細緻的差異。

從本研究中發現,有效能的銷售業務員具備高嚴謹性與高支配性的特質。

如果以原量表設計的外向性做為預測變數,則外向性與銷售績效的關係薄弱。

我們以上述實證結果的差異,詮釋人際特質的簡單結構模式和圓平面結構模式的關係。

此外,西方國家與亞洲國家的跨文化差異,也提供對上述結果的解釋,尤其是文化維度中的權力距離分數和個人主義分數差異。

Five-factormodelofpersonalityhadgainsupportsfrommanystudiesinrecentyears.Preliminaryevidencesincross-culturalinspectionalsoconfirmeditsgeneralizability.TheRevisedNEOPersonalityInventorywasdesignedtomeasuretheBigFive:Neuroticism,Extraversion,Openness,AgreeablenessandConscientiousness.However,insomestudiesofAsiansamples,therewasacomminglingproblembetweenExtraversionandAgreeableness,thetwointerpersonaldimensions.Thepresentstudyoflifeinsurancesalespeopledidreplicatesuchcomminglingprobleminthepatternoffactorstructure.Furtheranalysesofcorrelationsbetweenpersonalityandsalesperformanceshowthattheyaremorevalidinbothcriterion-relatedvalidityandconvergentvaliditywheninterpersonalfactorswerestructuredandlabeledasDominanceandLoveinsteadofExtraversionandAgreeableness.Thedifferencesininterpersonaldimensionsofthefive-factormodelofpersonalitythathadbeenexploredundercross-culturalcircumstancesshouldbeexaminedprudently,especiallywhenusingtheBigFiveaspredictorsinempiricalresearch.Accordingtothisresearch,effectivesalespeoplescorehighinbothConscientiousnessandDominance.WhileExtraversionasapredictorasitsoriginaldesign,thereisaweakrelationshipwithsalesperformance.Theresultsweretakingintoconsiderationininterpretingsimplestructuremodelandcircumplexmodelofinterpersonaltraits.Moreover,cross-culturaldifferencesbetweenwesterncountriesandAsiancountriesalsoofferanexplanationontheresults,especiallythoseculturedifferencesaboutPowerDistanceandIndividualism. 目錄I表目錄III圖目錄IV壹、緒論11.1釐清人力資源的決策準則21.2尋找有效的預測變數61.3以人格特質預測銷售績效91.4研究架構11貳、文獻探討122.1銷售工作與銷售績效的特性122.2人格特質理論的發展132.2.1特質論的相關假設142.2.2人格特質五因素模式152.2.3對人格五因素論的批評與討論202.2.4跨文化研究發現的問題212.3人際特質的深入探究242.3.1東西方研究結果仍有差異242.3.2Wiggins的人際特質圓平面252.3.3簡單結構模式與圓平面模式之對比282.4人格特質與績效292.4.1嚴謹性與績效322.4.2外向性與績效322.4.3友善性與績效322.4.4開放性與績效332.4.5神經質與績效332.5影響績效表現的其他變數34參、研究方法383.1樣本與量測程序383.2量測變數與量測工具393.2.1人格特質403.2.2績效指標403.2.3個人背景變數413.3資料篩檢413.4統計方法423.4.1量表信度423.4.2因素分析423.4.3Procrustes轉軸423.4.3其他分析程序43肆、結果與討論444.1信度分析444.2因素分析484.2.1外向性和友善性因素的糾結494.2.2未能清晰界定的刻面514.3Procrustes轉軸514.4人格特質預測銷售績效的準則相關效度(Criterion-relatedValidity)544.4.1因素領域(Domains)層次544.4.2刻面(Facets)變數層次544.4.3兩種人際維度建構方式的比較584.5人格特質預測銷售績效的迴歸分析614.5.1原量表五因素架構預測銷售績效614.5.2轉軸後五因素架構預測銷售績效62伍、結論與建議635.1工作價值觀與人際特質結構635.1.1「支配性」反應文化差異665.1.2「外向性」定義仍有待探究685.2預測銷售績效的關鍵人格特質695.2.1嚴謹性705.2.2支配性705.3人格特質研究的限制與展望71陸、參考文獻74附錄一:本研究所使用之問卷完整版本82附錄二:台灣樣本對美國範本研究之Procrustes目標轉軸SAS程式設計94 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 電子全文  國圖紙本論文 推文 網路書籤 推薦 評分 引用網址 轉寄                                                                                                                                                                                                                    top 相關論文 相關期刊 熱門點閱論文 1. 團隊成員人格特質組合對團隊效能影響之研究—以團隊互動過程為中介變項 2. 團隊成員人格特質組合對團隊效能影響之研究─以團隊互動過程為中介變項 3. 保險業務人員情緒智力與銷售績效關係之研究 4. 壽險業務員之適性條件、教育訓練與績效評估關係之分析 5. 人格特質、工作態度與工作績效關聯性之研究─以台中地區文理補習班員工為例 6. 影響壽險業務人員績效的因素探討 7. 人格特質、組織結構、工作滿意與工作績效關係之研究─以台中加工出口區行政人員為例 8. 教師人格特質影響組織公民行為之研究---以南投縣國民中學為例 9. 團隊人格特質、轉換型領導與團隊效能之關係探討--團隊凝聚力之中介角色 10. 保險業務人員人格五因素及人際關係特徵與績效表現關係之研究-以美商宏利人壽為例 11. 業務人員職能甄選量表之研究-以保險業為例 12. 人格特質、工作績效與工作滿足關係之研究-以經濟部水利署為例 13. 國小女教師人格特質工作壓力與主觀幸福感之相關研究 14. 人格特質、休閒參與和休閒阻礙之相關研究—以台北市成年人為例 15. 中華電信行動分公司台中營運處機務人員人格特質、工作態度與工作績效關係之研究   1. 1.白子玉,「二十一世紀圖書館的終身任務:由電子出版發展趨勢談資訊素養教育」,佛教圖書館館訊,第23期,民國89年9月,頁41-46。

2. 2.吳美美,「在新時空座標中的圖書館功能─談資訊素養教育」,圖書館學與資訊科學,第22卷第2期,民85年,頁29-52。

3. 4.林麗娟,「網路圖書館指導之設計原則」,教學科技與媒體,第38期,民87年4月,頁30-37。

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5. 6.林麗娟、張淳淳,「圖書資訊利用教學網之開發與評鑑」。

大學圖書館,第六卷第二期,民國91年9月,頁31-43。

6. 7.岳修平,「從教學設計觀點看美國國會圖書館數位學習網」,資訊傳播與圖書館學,第6卷第2期,民88年12月,頁63-69。

7. 10.何青蓉,「學習社會與資訊網路」,成人教育,第47期,頁14-22,民88年。

8. 11.張世忠,「互動討論在師資教育科目教學上的實行與應用」,教育研究資訊,第6期,民87年,頁1-13。

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11. 18.鄭慧娟,「電腦網路在教育上的應用」,教育資料與研究,第3期,民84年。

12. 21.謝寶煖、林淑婷,「大學圖書館資訊素養網站之研究」,圖書與資訊學刊,第30期,民88年8月,頁18-44。

13. 22.林奇賢,「全球資訊網輔助學習系統:網際網路與國小教育」,資訊與教育,第58期,民86年,頁2-11。

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  1. 保險業務人員人格五因素及人際關係特徵與績效表現關係之研究-以美商宏利人壽為例 2. 保險業務人員情緒智力與銷售績效關係之研究 3. 影響壽險業務人員績效的因素探討 4. 人格特質、工作態度與工作績效關聯性之研究─以台中地區文理補習班員工為例 5. 壽險公司業務員人格特質、工作壓力與工作滿足關係之分析 6. 主管領導型態、員工人格特質、組織激勵制度與員工工作績效之相關性--以保險業務員為例 7. 壽險業務人員業績表現與個人因素之關係--以A人壽保險公司為例 8. 壽險業務人員個人知覺及人格特質與績效間關係之探討 9. 心理劇課程提昇保險業務員行銷能力與工作績效成效之研究 10. 業務人員職能甄選量表之研究-以保險業為例 11. 銷售才能與銷售績效關係之探討 12. 五大人格特質量表之因素結構探討 13. 外籍勞工人格特質、用心覺察、文化智商、跨文化適應與工作績效之研究 14. 保險業務人員人格特質、金錢態度與績效相關之研究 15. 保險業務員之情緒勞務、心理契約與離職傾向之相關性研究     簡易查詢 | 進階查詢 | 熱門排行 | 我的研究室



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