To explore the factors in the insurance salesmen transfer to the insurance broker company

• Main Authors: Chen ching chuan, 陳敬娟
• Other Authors: 林豪傑
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/91606846624911962537

碩士 === 樹德科技大學 === 金融與風險管理所 === 97 === Abstract In advanced countries, the insurance broker has been a well-established system. The insurance market of Taiwan is gradually mature in recent years, coupled with a greatly environmental change and changing of Act. The biggest challenge of the direct management unit in the life insurance company is the cost-increasing as a result of the beginning of the implementation of new labor pension system in July, 2005. Subsequently, more and more rigorous investigate performance makes more life insurance salesmen choose to leave the life insurance company. When the salesman chooses the broker companies, he makes first choice by the diverse merchandise, the flexible business system, the hereditary commission, the abundant reward, and the concept of distributorship. However, according to consumer awareness, consulting service requirements, and more self-development of the life insurance salesman, the insurance broker is bound to play a growing space in our country. This thesis explores the factors in the insurance salesmen transfer to the insurance broker company. It analyses that if there is high relation with the life insurance salesman's entrepreneurial spirit, salary satisfaction, job title, and job-transferring. In this thesis, we investigated some life insurance salesmen from the northern, central and southern regions. Total of 410 questionnaires, 306 were recovered, the effective recovery rate of 74%. In addition, we gathered the questionnaires to the insurance broker current position personnel. Totally, there are 141 insurance brokers’ responses, including 135 valid questionnaires for the effective recovery rate of 95%. Empirically, when the salesman wants a transfer to the insurance broker, there is highly relevant to salary satisfaction, but there is no relevant to entrepreneurial spirit. Moreover, it is obvious that job title is not relative to entrepreneurial spirit, salary satisfaction, and job-transferring. It may prove the insurance business position height is not to be proportional with its salary income. Therefore, when insurance brokers make the service system and the reward plan, they should focus on raising the personal income as an important consideration in the sale and the corporate culture in a more clear-cut differentiation, such as the cultivation of MDRT. It is not only to increase salesmen’s income, but also to encourage their sense of honor to be a great team.