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https://tkuir.lib.tku.edu.tw/dspace/handle/987654321/33305
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| 題名: | 業務主管之壓力管理— 以C人壽為例 |
| 其他題名: | Stress management of sales managers in c-life insurance company |
| 作者: | 黃文鴻;Huang, Wen-hwang |
| 貢獻者: | 淡江大學管理科學研究所企業經營碩士在職專班
黃國隆;Huang, Kuo-long |
| 關鍵詞: | 業務主管;工作壓力;人格特質;sales managers;personality traits;Job stress |
| 日期: | 2008 |
| 上傳時間: | 2010-01-11 03:52:26 (UTC+8) |
| 摘要: | 本研究旨在瞭解個案公司業務主管面對工作壓力的紓解方法，並探討業務主管不同人格特質及不同職階對於工作壓力的反應，以及業務主管不同個人家庭背景工在作壓力反應上的差異性。期盼藉由研究結果，對個案公司及各職階業務主管，提出紓解工作壓力具體可行的建議。
本研究採用深度訪談法，共計訪談20位業務主管。本研究結果顯示：
一、 大部分的業務主管，在工作暨生活上感受之壓力，都屬於中等以上，不同個人背景的業務主管，感受到的工作與生活壓力大小及壓力來源亦不同。
二、 業務主管最主要的工作上壓力來源是擔心業務績效不佳。其次對上及對下溝通之問題，造成很多主管的困擾。大部分主管對自己要求都很高，對部屬之期許也很大。
三、 業務主管的工作外壓力來源為平時工作繁忙，在家時間偏少，對小孩期待高。其次由於社會經濟不好，相對客戶之投保意願、投保保額降低，影響到業務主管的經營績效，進而影響到其收入。
四、 業務主管壓力比從事行政工作的人要大，因此身體長久累積疲憊，又缺乏運動，因此身體狀況越來越差，睡眠品質不好，情緒起起伏伏，有時會影響到家庭。
五、 業務主管本身紓解自我壓力的方法主要是運動，其次是旅行。平常沒有多餘時間，必須定期身體檢查，隨時注意自己身體狀況，避免造成遺憾。而公司主要是請專家來演講，介紹壓力紓解方法。其次是舉辦登山及運動競賽。
六、 基本上大部分的主管並未感受到社會上有提供紓壓的協助，有些是自己參加社團及社區活動。其餘的主管因為時間關係，無法參與社團及社區活動。在家庭方面，小孩子及配偶，成為紓解壓力非常重要的因素，家可以給多數人最佳的溫暖，包括心理及生理的。
七、 對於願意繼續從事這份工作的內在動機部份，主要是自我成長、自我挑戰及自我實現。業務主管從事這份工作的外在動機主要是薪資報酬較高，相對生活也會比較優渥。其次是公司形象佳，得到社會大眾應有的尊重。
從實務面來看，高階主管及中階主管，有較多的決策參與機會，對許多事件具有較高的裁量權，但同時他們必需承擔較多的成敗責任，領導低階主管及業務同仁完成公司所訂定的目標及賦予的責任。
This research is to address stress source and ways to release stress faced by Sales Managers of the subject case company. It also covers topics of how different and diversified those responses of sales managers with various personalities, job titles, and family backgrounds, could be to the stress . The conclusion of this research is to provide feasible suggestions to sales managers of the subject case company for releasing job stress.
The research applies in-depth interviews with 20 sales managers and concludes the following:
1. Stress from jobs and livings, facing by most sales managers are ranked medium and above, and could be felt differently by managers with various personal backgrounds and sources.
2.Poor sales performance from daily jobs is the top ranking reason of stress by sales managers. Ranked secondly is the upward and downward communications. Most of the sales managers are well self-disciplined hence set up a higher standard for their subordinates accordingly.
3.Sources of off-work stress mainly come from the high expectation to the children by the sales managers. They are so busy with the jobs thus spend less time at home. In the meantime, less demand for insurance coverage causes by economic recession affects the commission income for those sales managers.
4.Generally speaking, sales managers receive higher stress versus administrative managers. They have worse health conditions due to lack of rest, exercises, bad sleeping qualities, and eruptive emotions, and that sometimes influences family relationship.
5.Sales mangers could effectively release stress by exercises and travels. Health check is a mandate every year to early alarm abnormal health conditions of sales managers. The corporation could also provide speeches by professionals introducing ways to release stress or hold up mountain climbing activities and exercise contests.
6.Most sales mangers do not receive stress relief support from the society. Some of them participate in clubs and community activities; some others do not due to time limits. At the aspect of family, children and spouses are critical factors of stress releasing. Home is the best harbor for most people psychologically and physically.
7.The major motive for sales managers continuing the jobs mainly attributes to self-growth, self-challenge, and self-accomplishment. The outer motive for them is higher pay-off and better life qualities. They also earn respect by the society with the good corporate image.
Practically speaking, senior and middle managers own more opportunities to participate and execute decision making. However, they need to be responsible for the result. They lead front line mangers and sales persons to achieve the target setup by the corporation. |
| 顯示於類別: | [管理科學學系暨研究所] 學位論文
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