English  |  正體中文  |  简体中文  |  Items with full text/Total items : 49378/84106 (59%)
Visitors : 7364512      Online Users : 63
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library & TKU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/102196


    Title: 探討獎勵旅遊、績效與人格特質對於創新能力與自我實現之關係研究 : 以某N保險公司為例
    Other Titles: A research into the impacts of incentives travel, performance and personality traits on innovation capability and self-realization : by taking N insurance company as an example
    Authors: 洪嘉鴻;Hung, Chia-Hung
    Contributors: 淡江大學管理科學學系企業經營碩士在職專班
    牛涵錚
    Keywords: 獎勵旅遊;創新能力;自我實現;績效評定與人格特質;incentive travel;Innovation capability;Self-realization;performance evaluation and personality traits
    Date: 2014
    Issue Date: 2015-05-04 09:49:47 (UTC+8)
    Abstract: 企業經營最終目的就是達到營業額與獲利,故會舉辦不同獎勵鼓勵業務員能夠達到業績目標,而獎勵旅遊競賽是普遍且最有效的方式之一。透過研究了解績優業務員具備那些創新能力與自我實現的人格特質,故針對過去曾達到企業舉辦獎勵旅遊競賽標準的業務員做為研究對象。以國內外學者研究文獻與分析方法,來了解績優業務員的創新能力與自我實現的人格特質。再透過問卷調查,以深入了解績優業務員之相關特質並有助設計一個吸引且激勵效果的獎勵旅遊。
    研究結果顯示1:員工績效對自我實現及對創新能力具有顯著干擾影響;2:獎勵旅遊對自我實現及對創新能力具有顯著干擾影響;3:人格特質對自我實現及對創新能力具有顯著干擾影響。本研究推論員工績效對於創新能力及自我實現具有顯著關係,層級越高則越顯著。而高績效的業務員人格特質,具備親和性及盡責性的。績效方面,主管組中區經理組高於業務襄理組及業務主任組,個人組是業務代表大於新進業務代表。未參與競賽的業務員,其自我實現對創新能力會受到影響。
    業務推動人員在獎勵期間如何透過本研究建議,做為未來業務推動的重點及聚焦,將資源,如教育訓練、激勵輔導、期間業務運作等,降低公司成本及提升整體的績效與生產性。
    The ultimate aim of enterprise is to achieve turnover and profitability, so the various incentives would be organized to encourage agents in reaching performance goals, while incentive travel contest regarding as one of the most common and effective way. As we have conducted researches into the personality traits of innovation capability and self-realization, the agents having been qualified for the incentive travels hosted by the company are taken in this case for research. Based on research works and analysis methods produced by both national and international scholars, we are first to review the personality traits of outstanding agents highlighted by innovation capability and self-realization before learning relevant characteristics of the agents through a questionnaire survey and eventually defining an attractive and effective incentive travel.
    The research suggests 1: employee performance is highly influential upon self-realization and innovation capability; 2: incentive travel is highly influential upon self-realization and innovation capability; 3: personality trait is highly influential upon self-realization and innovation capability. The research in question assumes that employee performance is strictly associated with innovation capability and self-realization, the higher the level, the more noticeable. When it comes to personality traits of agents of high performance, it features amicability and responsibility. As of performance, the Unit Manager (UM) sector overran the senior assistant supervisor (SAS) and assistant supervisor (AS) sector among executive. The agent tops the new agent among personal. The agents failing to be part of the contest would see their self-realization deteriorated in the innovation capability.
    It is essential that, during the incentive period, the ADE does know how to use the suggestion indicated by this study as the emphasis and focus for future business promotion, coordinate the resources, such as education and training, incentives counseling, and business operation during the time for the purpose of lowering the company costs while upgrading overall performance and productivity.
    Appears in Collections:[管理科學學系暨研究所] 學位論文

    Files in This Item:

    File SizeFormat
    index.html0KbHTML66View/Open

    All items in 機構典藏 are protected by copyright, with all rights reserved.


    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library & TKU Library IR teams. Copyright ©   - Feedback