| Summary: | 碩士 === 國立高雄師範大學 === 人力與知識管理研究所 === 97 === Abstract
This study aims to discuss the relationship between motivation models and job satisfaction for life insurance telemarketing agents, conducting empirical research through statistics analysis in order to understand the relationship’s variable between motivation models and job satisfaction. To achieve the aim, this study adopts questionnaire survey. Through related literature review, variables of relevant factors are established to found development of questionnaire and item analysis. Totally 330 copies of questionnaires were issued on life insurance telemarketing agents of life insurance companies of which the main achievement is from telemarketing companies（CIGNA,AIA,MetLife,Farglory Life, New York Life and Allianz Insurance Company.） After rejecting invalid questionnaires, 300 valid questionnaires has been obtained, with 90.91％ of the valid response rate.
The data have been analyzed statistically by using reliability analysis, descriptive statistics, Independent-sample T Test, one-way ANOVA and the Pearson product-moment correlation. The results of this study are as following：Most telemarketing agents are described as：married women; 30~40 years old; high school, senior vocational school or junior college graduates, with 1 to 3 years of service and are averagely salaried between $30,000 NT and $40,000 NT per month. Among motivation models, they look forward to system of bounty reward the most. A bonus for personal goal achievement is their favorite bounty. Telemarketing agents get a sense of satisfaction from serving others, and they deem it is a conscience cause. Friendship among colleagues is the most positive factor to impact their job satisfaction. What of this job brings them the most satisfaction is the guaranteed basic wage. Most telemarketing agents are not satisfied with the current bounty reward system of life insurance companies. There is significant relation between motivation models and job satisfaction.
According to the conclusion, this study proposes suggestions for reference：Changes in relationship between minor groups should be paid plenty of attention on. Supervisors who are friends as well as teachers to telemarketing agents make great differences in their performance and loyalty by showing consideration for them and offering supports at all time. Education training should be strengthened; Job rotation frequency should be increased; and promotion system should be made diversified. Telemarketing agents should be more let know of company’s directions of decision-making and be given more opportunities to participate in it. Ratio of bonus for personal goal achievement should be increased, or rewards be made of increases of basic wage. New ideas in styles and locations of overseas tour should be brought forth. This study proposes suggestions for reference to telemarketing agents：Expertise and competency should be promoted through proactive learning. Relationship with colleagues should be well maintained. And emotions should be well managed for better efficiency.
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