The study on the relationship between banking staffs’ perception of incentive program, job involvement and job performance

• Main Authors: CHUN HAN, 洪淳涵
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/20115771139515767278

碩士 === 國立中央大學 === 人力資源管理研究所碩士在職專班 === 98 === In recent years, banks seek to enhance their competitiveness, they set up wealth management center and joined the insurance business to make wealth management function become more complete. An effective performance management and reward system can make sales’ behavior more active. In this study of the case（a medium-sized bank）, the employees’ effort to promote insurance with that of other slightly are less than other banks and hope that an effective incentive system to enhance the sales force . This study is aimed to investigate the relationship between the perception of banking staffs to the incentive program and job performance, and probe into the mediate effects of job involvement to the perception of the incentive program and job performance. Some suggestions are made for management in this field according to the study results. There were 440 questionnaires sent to the banking staffs of the region bank discussed in this study; and gather 254 valid questionnaires (The valid rate is 58%).The data was analyzed by a number of statistical techniques such as reliability analysis, T-test, one-way-anova, Pearson correlation, and regression analysis .The evidence found in the study indicated that: 1. The perception of incentive program is more satisfied, the job involvement is higher and the higher performance they are. 2. The higher of the job involvement of staffs, the higher performance they are. 3. The job involvement play a fully mediate effect between the perception of staffs to the incentive systems and job performance. Based on these results, suggested that the company should design the incentive program which is reasonable and matching staff’s expectations. The other hand, the incentive program should be implement irregularly. In addition, other human resources management systems should be reviewed, such as promotion system or recruiting criterions. These could improve the staff’ motivation to push selling insurance products.