Turnover, work pressure and role conflict in financial consultant－in case of bank T

• Main Authors: HsuYu-Chieh, 徐煜捷
• Other Authors: His-Mei Chen
• Format: Others
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/97077605854894650677

碩士 === 崑山科技大學 === 企業管理研究所 === 95 === Financial industries are highly competitive, among which the Financial Consultants (FCs) are those who handle the most sale of banking. Due to the tendency towards multidimensional service, FCs too often play multiple roles in their career field. Today, financial industries in Taiwan have been facing dramatic changes, such as Mergers and Acquisitions which makes FCs experience much stress from their job and work long hours and thus in turn increases the turnover rates of FCs. While Financial Consultants quit as a result of decreasing satisfaction with their occupation and working conditions, the service quality, product contract continual rate, and the amount of contracts signed are all greatly influenced by their resign. It inevitably affects the morale and work performance of other colleagues and further has a negative impact on the company organization. Thus it is crucial for companies to develop strategies that improve the working conditions and help resolve FCs’ role conflict and stress, thereby reducing their turnover rate. This research focused on FCs’ work pressure, stress source, and identity that attribute to staff turnover problem, and the findings may be applied to reduce the resign rate caused by the conflict between real working conditions and employee expectations. This research distributed 260 questionnaires to FCs in T bank branches located south to Chiayi. Data resulted from this research was analyzed with factor analysis, Principal Component Analysis (PCA), regression analysis, multiple regression analysis to explore role conflict and work pressure, as well as to get the predictability of turnover rate. Previous literature indicated that FCs with younger age, lower position, and shortly tenure are more prone to resign. However, this research has a different finding by showing that FCs with higher educational background higher position, and long tenure have higher resign rate. It could be explained that the market has high demand of experienced FCs, including new banks that need them to train new employees and bring new customers, whereas less experienced FCs are not as highly demanded as experienced ones. The contribution of this research is to propose that although the resign of CFs with high commitment from organization and long past service experience will be a loss both to the employer and the employee, which discourages the employee to quit, CFs will still tend to resign as they realize that the offer from another company is good enough to compensate their loss from the current company.