The study of job performance effects of incentive functioning and personality traits in the bank industry

• Main Author: 李鵬遠
• Other Authors: 趙竹成
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/38584917103265892127

碩士 === 國立政治大學 === 行政管理碩士學程 === 100 === Under the financial environment of intense competition, wealth management has become an important business of the bank. However, the financial products are highly homogenous, so the difference of the products and prices are quite limited. To make the wealth management personnel get better performance, the bank should pay attention to the personality trait of the financial consultants besides appropriate incentives. Therefore, it deserves deeply exploration about what influence the incentives adopted by the bank and the personality traits of the financial consultants will bring to the work performance. Taking purposive sampling and qualitative semi-structured in-depth interview, this study interviewed 10 financial consultants from Bank F, with the aim to explore the influence of their personality traits and incentive effect on the work performance. The results of this study are illustrated as below: 1. Performance appraisal is affected by the impression of the supervisor: The bonus distribution is not based on the fair and public principle. It is unfavorable to the incentive effect. 2. Profession and experience are the key to good performance: The business experience is important, so the longer the financial consultant works, the higher performance he could create for the corporation. 3. Initiative is the primary requirement for wealth management: The initiative and high work willingness of the financial consultants show significant influence on the work performance. 4. The supervisor’s care shows great influence on the work performance: The supervisor should care for the financial consultants more, and their support to the wealth management business shows positive influence on the work performance. 5. Diligence and prudence will result in high performance: The financial consultants with personality traits of “diligence, prudence and achievement motivation” will get better work performance. 6. Excellent interpersonal ability is also helpful to wealth management: Good interpersonal relationship is helpful to the wealth management. Therefore, the financial consultants with personality traits of “extroversion and social ability” will get better work performance. 7. The incentives are inclined to material benefits: Among various incentives, the financial consultants think the monetary rewards are the most effective, followed by evaluation and promotion. On the other hand, the private interpersonal interaction is not helpful to the wealth management. Moreover, those who don’t concentrate on the wealth management, or don’t care the incentives, or think the evaluation of the supervisor is unfair, are unfavorable to improve the work performance improvement. Based on the study results, this study proposes the following suggestions: The work performance evaluation conducted by the supervisor should be diverse and fair. When recruiting the financial consultants, the supervisor should choose those with work willingness. The incentives should be recognized by the awardees, and the evaluation should be fair. The unit supervisor should care for the staff more, which will be helpful to the work performance improvement. As for the allocation of financial consultants, it should pay attention to “diligence and prudence” and “extroversion” of the personality traits. Moreover, it should establish effective incentive system to attract those who are willing to be engaged in this work. It also should conduct fair performance evaluation.