| Summary: | 碩士 === 銘傳大學 === 管理研究所碩士在職專班 === 97 === The primary job of a bank collector is to try their best to collect debts for creditor bank. When they do their work, they have to face with debtors who have trouble in paying loan and debtors who try to get away with their debts. Not only the unreasonable debtors but the negative prejudice against bank collectors existing in the society makes debt collection become a hard work and also make collectors feel a lot of pressure. Therefore the extent of debt collection includes more than persuading debtor to pay their debts. In addition, the amount of debt collected is usually a big part in the way how the director evaluates his subordinates, which results in more pressure on the bank collectors. Since it comes to a job with such pressure, HR specialist should use a standard that is more scientific and effective to choose the employees in the beginning, and give proper motivating practice that meets the employees’ need. By the way, it is also important to control the employee turnover rate and make it kept in proper range. To promote human capital and to avoid the waste in the training process are also vital tasks of HR specialist. This study focus on what kind of personality can help a bank collector to develop a higher degree of satisfaction to his debt collection and what kind of motivating practice can level up their job satisfaction most effectively. Besides, the study also discusses the relation between job satisfaction and turnover intention.
The samples of this study were collected from north region of Taiwan. The researcher gave out 300 questionnaires, and there are 217 of them are valid. Through correlation analysis, One-Way ANOVA and regression analysis, the findings are as the following: (1)Agreeableness、extraversion have positive relation to bank collector’s intrinsic and extrinsic job satisfaction; (2)Intrinsic motivation has significant positive relation to inner and extrinsic job satisfaction, but the extrinsic motivation does not;Intrinsic and extrinsic job satisfactions both have significant negative relation to turnover intention, and extrinsic satisfaction has higher degree of impact.
|
|---|
