隨著金融業務自由化，金融機構在同業競爭與微利的環境下，為提升獲利能力，逐漸著重於以手續費收入為主的財富管理業務，取代原有的利差收入。而落實財富管理服務的整合價值，首重於積極培養優秀的理財人員，有鑑於此，本研究藉由問卷調查方式，廣泛蒐集個案銀行的理財專員個人背景、專業能力、人格特質及工作績效等認知構面，並採量化分析法配合文獻資料，探討各構面的相關性及差異性，藉以釐清研究的背景事實、理論的發展狀況與具體方向。 依據實證相關統計分析結果顯示各變項與工作績效的關聯性： 1.人口控制背景:受訪的理財專員在金融業的年資與擔任理財專員的年資及年齡都與工作經歷呈正相關，而豐富的工作經歷與資深理財專員在業績績效與任務績效的表現較優。專任理財專員與行員轉任的理財專員在工作經歷與任務績效有顯著差異。 2.人格特質：依據DISC人格特質測驗得知理財專員在「支配型」及「影響型」最多，然而理財專員的人格特質與工作績效無顯著相關。 3.專業能力：理財專員的工作經驗與作業規範與業績績效有正相關。 In order to improve the profitability with the liberalization of financial institutions and services among this competitive and low net interest margin (NIM) environment, the industry has been focusing on the development of sticky money(income) which is fee based wealth management related businesses and to reduce its proportion of rely heavily on the NIM. The implementation of the integrated value of wealth management services, the first priority is to actively cultivate outstanding financial personnel. In consideration of current financial situation and through survey, this thesis contains a wide range of personal background, professional competence, traits and job performance and have in-depth explore on the correlation and difference of each phase, in exchange for clarifying the research background, the development of the theory and the specific direction of the research. According to the historical analysis, the correlation between the variables and the performance is shown as below: 1. Population control background: The surveyed Financial Commissioners’ seniority in financial industry and the age of occupying financial commissioners are both positively correlated with work experience, and experienced senior financial specialist has better performance in achievement and task. There are significant differences in work experience and task performance between full-time financial specialist and the clerk in-service transfer to financial specialist 2. Human trait: According to the DISC personality trait test, it can be found Financial Commissioner in the “dominant” and “influence” types most, however, there is no significant correlation between personality traits and job performance. 3. Professional competence: There is a positive correlation between financial specialist’s work experience, job specification and performance.
