| Summary: | 碩士 === 逢甲大學 === 風險管理與保險研究所 === 97 === The purpose of this study was to explore the financial consultants turnover intention factors. In this study, the central region of the channel banks and insurance commissioner for financial consultants study. A total of 500 questionnaires were valid for 463 copies of questionnaires, effective response rate was 92.6%. Information for samples used in research methods as follows: Descriptive Analysis, Factor Analysis, Regression Analysis, Reliability Analysis, One-Way ANOVA and other methods to personality traits, the competent leadership style, job stress, salary systems, job performance for key variables, to explore these variables and the relevance of the tendency to leave, I hope by the empirical results of this study provide a reference to bank regulators.
Conclusions of this study are as follows:
1. There are many differences between variables of personal background and turnover
intention such as education degree, marriage, working years, As for the others, the
difference is not obvious.
2. Personality traits have an obvious influence on turnover intention.
3. Leadership styles have an obvious influence on turnover intention .
4. Job stress has an obvious influence on turnover intention.
5. Salary systems have an obvious influence on turnover intention.
6. Job performances have an obvious influence on turnover intention.
In this study, the following recommendations:
1. The bank may consider the performance of the monthly settlement of the way into quarterly or half-yearly settlement.
2. In regard to performance appraisal work should not be a single fee income as a standard, it should be replaced by customer performance, customer satisfaction, customer return on assets (growth) rate of assessment as the Commissioner assess the financial management standards.
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