政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/77601

政大典藏 > College of Social Science > Master for Eminent Public Administrators > Theses > Item 140.119/77601

Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/77601

Title:	理財專員之人格特質與工作績效關聯性之研究─以國內F銀行為例 A Study on the Relationship between Personality Traits of Financial Advisors and Job Performance - the Case of Domestic F Bank
Authors:	張啟峯
Contributors:	黃慶堂張啟峯
Keywords:	理財專員人格特質工作績效五大人格特質 financial advisors personality trait job performance Big-Five factor
Date:	2015
Issue Date:	2015-08-17 14:16:22 (UTC+8)
Abstract:	近年來，金融環境的變遷，使金融業面臨很大的變化，金融業勢必提高非利息收入並發展不耗用資本的業務，因此財富管理業務成為銀行獲利來源重要的一環。理財專員是銀行財富管理業務的軸心，銀行理財專員的遴選便成為一項重要工作。本研究採用五大人格特質理論的觀點，探討理財專員的人格特質與工作績效的關聯性。本研究以問卷調查方式，採用五大人格特質繁體中文量表，工作績效除了實際手續費收入之外，分為任務績效與脈絡績效，透過發放問卷由理財專員自評，問卷內容分為人口統計變項、五大人格特質量表及工作績效自評量表，研究對象為國內F銀行理財專員共183人，採用量化分析方法包括敘述性統計、皮爾森相關分析及迴歸分析，探討人格特質與工作績效的關聯性，實證結果發現： (1) 人格特質中的「經驗開放性」、「親和性」、「勤勉審慎性」及「外向性」與其工作績效是顯著有相關的，且皆屬於正相關。 (2) 「親和性」的人格特質對理財專員的「任務績效」及「脈絡績效」有正向的影響的。 (3) 「勤勉審慎性」的人格特質對理財專員的三項工作績效指標有正向的影響，而且該特質對於三項工作績效因素構面的影響力皆是最大的。 (4) 「經驗開放性」的人格特質對理財專員的三項工作績效指標有正向的影響。 (5) 「外向性」的人格特質對於理財專員的「脈絡績效」有正向的影響的。本研究建議個案銀行日後在遴選理財專員時，可優先考慮選擇人格特質中具有「勤勉審慎性」者，預期未來會有較佳的工作表現。 In more recent years, changes in the financial environment are significant. Banks have to increase the profits from the non-interest income and develop the business not entailing Regulatory Capital. So the fee incomes from the Wealth Management Section become more important for banks. The financial advisor is the key factor of the Wealth Management Section. The selection of financial advisors is very important for the banks. The study is based on the view of the personality theory of Big-Five factor. The purpose of this study is to find the relationship between the personality traits of financial advisors and the job performance. The study involved a survey, comprised of three sets of questionnaires concerning demographics, Big-five personality and job performance. 183 financial advisors in the domestic F Bank participated in this study. The quantitative analysis of the questionnaires was conducted through descriptive statistics, Pearson correlation and regression analysis were used to indicate the direction and relationship between personality and job performance. The result of this study was showed as following： 1. Four of Big-Five factors including “Extraversion”, “Openness to Experience”, “Agreebleness” and “Conscientiousness” are positively correlated with job performance. 2. The factor “Agreebleness” has a positive effect on “task performance” and “contextual performance”. 3. The factor “Conscientiousness” has a positive effect on “task performance”, “contextual performance” and “fee income”. The factor “Conscientiousness” has the greatest effect on job performance among the Big-Five factors. 4. The factor “Openness to Experience” has a positive effect on “task performance”, “contextual performance” and “fee income”. 5. The factor “Extraversion” has a positive effect on “contextual performance”. Based on the results, the researcher recommends that F Bank select employees with personality trait “Conscientiousness” and “Conscientiousness” as the financial advisors. The researcher expects the financial advisors with personality trait “Conscientiousness” have better job performance.
Reference:	一、中文部分王登峰與崔紅 (2005)。解讀中國人的人格。北京：社會科學文獻出版社。江瑾鈴 (2008)。理財專員的人格特質及情緒智力對工作績效影響之研究 - 以T銀行為例。國立成功大學高階管理碩士學位論文，未出版，台南。江錦樺 (2000)。人格特質與組織文化之適配性對工作績效之影響－以高科技F 公司為例。國立中央大學人力資源管理研究所碩士學位論文，未出版，桃園。何永福與楊國安 (1993)。人力資源策略管理。台北：三民書局股份有限公司。余振忠(譯)(1985)。實用管理心理學 ( Bonoma, Thomas V. ,and Zaltman, Gerald 原著)台北：遠流出版事業股份有限公司。余德成(1996)。品質管理人性面系統因素對工作績效之影響。國立中山大學企業管理研究所博士學位論文，未出版，高雄。巫玉芳(2002)。人格特質及EQ對於工作績效之分析。義守大學管理科學研究所碩士學位論文。未出版，高雄。林仁和(2013)，社會心理學：掌握現代生活的必修課程。台北：心理出版社股份有限公司。林孟彥(2011)，管理學。台北：華泰文化事業股份有限公司。林淑真（譯）（2014）。知己知彼的秘訣-DISC人格特質解析 (Ken Voges and Ron Braund原著)。台北：天恩出版社。房美玉(2000)。員工激勵篇，在人力資源管理的12堂課(李誠主編)。台北：天下遠見出版股份有限公司。邱皓政(2002)。量化研究與統計分析。台北：五南圖書出版股份有限公司。邱皓政(2012)。量化研究方法〈三〉：測驗原理與量表發展技術。台北：雙葉書廊有限公司。邱蒂文(2011)。業務人員的人格特質、服務滿意度、組織認同和公司的激勵制度與工作績效影響之研究─ 以中部地區某銀行理財專員為例。中興大學高階經理人碩士學位論文，未出版，台中。洪光遠與鄭慧玲(譯) (1995)。人格心理學 (L. Pervin 原著)。台北：桂冠圖書股份有限公司。孫本初(2001)。公共管理。台北：智勝文化事業有限公司。張育菁(2005)。理財專員的專業能力、人格特質與工作績效之相關性。東吳大學國際貿易學系碩士學位論文，未出版，台北。張春興(1998)。現代心理學。台北：台灣東華書局股份有限公司。張峯銘(2002)。薪資制度、組織承諾與工作績效關係之研究-以鍋爐製造業為例。國立中山大學人力資源管理研究所碩士學位論文，未出版，高雄。張淑君(2013)。人格特質與藥廠業務人員工作績效之相關性研究。國立中央大學人力資源管理研究所在職專班碩士學位論文，未出版，桃園。張潤書(1985)。組織行為與管理。台北：五南圖書出版股份有限公司。莊耀嘉與李雯娣(2001)。兒童性格結構：五大模型的本土化檢驗，中華心理學刊，43(1)，65-82。陳正文(1997)。人格理論。台北：揚智文化事業股份有限公司。陳春希(2007)。組織行為。台北：台灣培生教育出版股份有限公司。陳杏綺(2007)。理財專員的人格特質、時間管理與工作績效之關聯性研究─以台南都會區為例。國立成功大學統計學系碩士學位論文，未出版，台南。陳明志(2006)。壽險業務員人格特質與工作績效之關連性研究。國立中央大學人力資源管理研究所碩士學位論文，未出版，桃園。陳琇玲(譯) (2001)。杜拉克精選：個人篇( Peter F. Drucker原著) 。台北：遠見天下文化出版股份有限公司。黃仁宏與沈聰益(2003)。人格五因素模式預測銷售績效的效度─ NEO-PI-R量表的檢驗與應用，管理學報，20(3)，457-481。黃至賢(2003)。客服人員的人格特質對其工作績效之影響。國立政治大學企業管理研究所碩士學位論文，未出版，桃園。彭盈潔(2012)。五大人格特質量表之效度驗證-以某遊戲公司為例。國立中央大學人力資源管理研究所在職專班碩士學位論文，未出版，桃園。楊國樞與張春興(1991)。心理學。台北：三民書局股份有限公司。鄧景宜、曾旭民、李怡禎及游朝舜（2005）。International English Big-Five Mini-Markers 之繁體中文量表發展。管理學報，28(6)，579-600。蔡維奇(2000)。招募策略─精挑細選之戰術，在人力資源管理的12堂課(李誠主編)。台北市：天下遠見出版股份有限公司。謝廣全、謝佳懿(2014)。SPSS與應用統計學〈二版〉。高雄市：巨流圖書有限公司。羅旭華(2004)。理財宏觀。台北市：商周出版股份有限公司。蘇麗美(2003)。組織政治知覺的類型及各類型中組織政治知覺對組織承諾與工作績效的影響。國立中山大學人力資源管理研究所碩士學位論文，未出版，高雄。二、英文部分 Allport, G. W.(1937). Personality. New York: Holt. Bagozzi, R. P. and Y. Yi (1988).On the Evaluation of Structural Equation Models. Journal of the academy of Marketing Science, 16(1), 74-94. Barrick, M. R. and Mount, M. K.(1991). The Big Five Personality Dimensions and Job Performance: A Meta-Analysis. Personnel Psychology,44. 1-26. Bernardin, H. J., and D. A.Bownas (1985). Personality Assessment in Organizations. New York：Praeger. Borman, W. C. and S. J.Motowidlo (1993). Expanding the criterion domain to include elements of context performance. Personnel Selection in Organization,71-98. Borman, W. C. and S. J.Motowidlo (1997).A Theory of Individual Differences in Task and Contaxtual Performance.Human Performance, 10(2),71-83. Brouthers, K. D. (2002) . Institutional, cultural and transaction cost influences on entry mode choice and performance. Journal of International Business Studies, 33(2), 203-223. Byars, L. L.,and L. W.Rue (1994). Human resource management (4th ed). Burr Ridge : IRWIN. Campbell, J. P.(1990). Modeling the Performance Prediction Problem in Industrial and Organizational Psychology. Chicago: Consulting Psychologists press. Cattell , R . B .(1950). A systematic theoretical and factual study . NewYork :McGraw-Hill. Cattell , R . B .(1965). The scientific analysis of personality . Baltimore : Penguin Books. Costa, P. T. Jr., and R. R.MaCrae (1989). The NEO-PI/NEO FFI manual supplement. Odessa, FL: Psychological Assessment Resources. Costa, P. T. Jr., and R. R.MaCrae (1992). Normal personality assessment in clinical practice,The NEO Personality Inventory,4,5-13. Costa, P. T. Jr. and R. R.McCrae (1992a). Four ways five factors are basic. Personality and Individual Differences, 13,653-665. Dalton, D.R., W.D. Todor, M.J. Spendolin, G.J. Fielding, and L.W. Potor (1980). Organization Structure and Performance：A Critical Review. Academy of Management Review, 49-64. Dessler,G. (1982). Human resource management. N.J.: Prentice Hall . Edwards, J. R.(1991). Person-Job Fit: A Conceptual, Literature Review,and Methodological Critique. Internatioanl Review of Industrial and Organizational Psychology, 6, 283-357. Eysenck, H. J.(1970). Biological Dimensions of personality. In L. A. Pervin (ed). Handbook of personality : Theory and research. New York : Guilford. Gatewood R. D. & H. S. Field (1998). Human Resource Selection (4th Ed.). New York : The Dryden Press, Harcourt Brace College Publishers. George, J. M.,and J. Zhou (2001). When openness to experience and conscientiousness are related to creative behavior: An interaction approach. Journal of Applied Psychology, 86, 513-514. Goldberg, L. R.(1981). Language and individual differences: The search of universalsin personality lexicons. In L. Wheeler (Ed.). Review of Personality and Social Psychology. Beverly Hills, CA :Sage :141-165. Goldberg, L. R.(1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26-42. Gregory, M. H., and J. D.John (2000). Personality and Job Performance: the Big Five Revisited. Journal of Applied Psychology, 85(6), 869-879. Guilford, T. P. (1959). Personality. New York: McGraw-Hill. Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th Ed.). New Jersey: Prentice-Hall. Hartung, J., Argac, D., and Makambi, K. H. (2002). Small Sample Properties of Tests on Homogeneity in One-Way ANOVA and Meta-Analysis. Statistical Papers, 43,197-253. Jerry M. Burger (1993).Personality(4th ed).New York :Guiford Press. Judge, T. A., C. A.Higgins, C. J.Thoresen, and M. R.Barrick (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 2(3) ,621-652. Kane, V. E.(1976). Process capability indices. Journal of Quality Technology,18, 41-52. Michael K. Mount, Murray R. Barrik, and Perkins Strauss (1994). Validity of Observer Ratings of the Big Five Personality Factors. Journal of Applied Psychology, 79 ,272-280. Motowidlo, S. J. & Van Scotter, J. R. (1994). Evidence That Task Performance Should Be Distinguished from Contextual Performance. Journal of Applied Psychology, 79,475-480. Nunnally, J. C. and S. F. Bernstein (1994). Psychometric Theory (3rd Ed). New York: McGraw-Hill. Periatt, J.A., S. Chakrabarty, and S. A. Lemay (2007). Using personality traits to select customer-oriented logistics personnel. Journal of Transportation, 46(1), 22-37. Pervin, L. A., Cervone, D., and John, O. P.(2005). Personality: Theory and Research (9th Ed.). New York: John Wiley and Sons. Phares, E. J., & Chaplin, W. F.(1997). Introduction to personality(4th ed). New York : Longman. Robbins, S. P.( 2001). Organizational Behavior (9th Ed). Upper Saddle River, New Jersey: Prentice Hall International. Roseman and Friedman (1974). Neurogenic factors in pathogenesis of coronary heart disease. Med Clin North Am 58, 269-279. Rotter, J. B.(1966).Generalized expectancies for internal versus external control ofreinforcement. Psychological Monographs: General and Applied, 80(1),1-27. Saucier. G. (1994). Mini-Marker: A brief version of Goldberg’s Unipolar Big-Five markers. Journal of Personality Assessment, 63(3),506-516. Schermerhorn, J. R., J. G.Hunt, and R. N. Osborn (2000). Organizational Behavior ( 6th Ed.). New York: John Wiley and Sons. Shifren, K., A. Furnham, and R. L. Bauserman (2003). Emerging adulthood in American and British samples: Individuals’ personality and health risk behaviors. Journal of Adult Development, 10, 75-88. Suls, J., P.Green, and S.Hillis (1998). Emotional reactivity to everyday problems, affective inertia, and neuroticism. Personality and Social Psychology Bulletin, 24, 127-136. Thompson, E. R.,(2008). Development and Validation of an International English Big-Five Mini-Markers. Personality and Individual Differences, 45(6), 542-548. Tubre, T. C., and Collins, J. M.( 2000). A meta- analysis of the relationship between role ambiguity, role conflict, and job performance. Journal of Management,26(1), 155-169. Watson,P.T. and L.A.Clark (1997). Extraversion and its positive emotional core . In Hogan R, J. Johnson ,and S.Briggs (Eds).Handbook of Personality Psyshology. SanDiego, CA: Academic Press:767-793.
Description:	碩士國立政治大學行政管理碩士學程 102921052
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0102921052
Data Type:	thesis
Appears in Collections:	[Master for Eminent Public Administrators] Theses

Files in This Item:

File	Size	Format
105201.pdf	1048Kb	Adobe PDF2	280	View/Open

社群 sharing

Loading...