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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/74094

    Title: 人格特質對電話行銷業務工作留存率影響之探討 : 以壽險公司電話行銷業務單位為例
    Other Titles: Study of the relationship between telemarketer personality traits and job turnover rate
    Authors: 黃冬蒨;Huang, Tung-Chien
    Contributors: 淡江大學保險學系保險經營碩士在職專班
    Keywords: 電話行銷;電話行銷業務人員;人格特質;telemarketing;Telemarketer;personality traits
    Date: 2011
    Issue Date: 2011-12-28 18:02:48 (UTC+8)
    Abstract: 「 電銷行業,人員流動幅度與頻率相當高且嚴重,最常見的,便是一整組人
    如下:一、壽險公司在進行選才時, 應重視電銷人員在「情緒穩定性」人格

    “The personnel turnover rate on telemarketing field is not only high and serious . The entire sales team(around:6~300 people) had been recruited and had moved to competitor firm in common. In which changes job the reason, nothing more than the easy selling insurance product and superior customer data. ”Someone senior telemarketing supervisor who has strong experience disclosed that in interview. “This is the great challenge to for managing the life insurance company.”

    Selects the appropriate talented candidate, is regarded as current stern topic for each life insurance company telemarketing unit. The study will discuss to telemarketer’s personality trait or special characteristic. Someone who have some particular personality trait will have the stable work performance on their job. This research is to find out the relevance between the special telemarketer unique personality trait, and personal turnover rate with the work satisfaction. The mainly part is, take population variables and so on service sex, education level, age, area and “the personality special characteristic” “incentive model” “the team cohesive force” the relations with the work satisfaction to be variable as the research.Wish the study the effective incentive model will gives the field reference and, provides the correlation life insurance entrepreneur about the fore cited question solution suggestion and the reference.

    The purpose of this study , one is to use relevant research to understand a telemarketer’s personality traits, the other is to find an acceptable incentive model will influence their desire to switch jobs and the telemarketer’s personality traits relevance.The conclusions are as follows:
    1. First, when life insurance company recruit telemarketer , should focus on thepersonnel in “the mood stability” the personality special characteristic performance.
    2.The life insurance company when formulate every incentive model, should mention again rises the telemarketer’s job involvement.
    Appears in Collections:[Graduate Institute & Department of Insurance Insurance] Thesis

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