| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 94 === Life insurance is people business. The key factor to success of a company is the performance of its manpower. Many life insurance companies nowadays are recruiting new agents and devoting ample efforts to implement the Agents Developing Programs for the sake of accommodating themselves to the trend of the time. Insurance companies also apply useful selection tools to guide them for the proper identification of talented agents. Successful agent selection program ensures productive and satisfying accomplishments of the company as well as its agents, but their training cost is highly expensive and could lead to low lapsed-rate or wastage.
The present study started off with a literature review of the field of occupational preference and vocational aptitudes in order to develop effective tools for the selection of insurance agents as well as confirming the prediction of their job performance in the insurance company. A single company case was adopted. Through SPSS statistical analyses, the author collected common research variables through correlational, factor and regression analyses, established the internal consistency reliabilities the instruments as well as the predictive validity of the certain aptitudes and preferences in the various scales used. The latter findings identified significant predictors of agents’ successes in work performance.
In conclusion, this study found: (1) certain occupational preferences and vocational aptitudes significantly predicted insurance agents’ work performance with the power of 22.7%, and in addition, (2) the interpersonal relations factors and first-years gross sales also predicted significantly the agents’ first year’ composite job performance at the power of 18.3 % and 13.% respectively.
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