激勵制度重要性及滿意度對銀行理財專員工作績效之影響：工作投入中介效果

The Impact of Importance and Satisfaction of Motivation Systems on Job Performance of Banking Financial Consultants: Mediating Effect of Job Involvement

10.6554/JKTUHS.2015.0201.03

鍾紹熙(Shao-Hsi Chung)；王櫻樺(Ying-Hua Wang)

激勵制度 ； 工作投入 ； 工作績效 ； 理財專員 ； motivation system ； job involvement ； job performance ； financial consultant

高雄應用科技大學人文與社會科學學刊

2卷1期（2016 / 06 / 01）

37 - 50

繁體中文

由於政府開放新銀行設立，國內銀行業一直處於高度競爭的景況，各銀行為提升收益，乃積極拓展財富管理業務，如何藉由良好的激勵制度，誘發理財專員的工作投入，繼而提升工作績效，已成為探討銀行業人力資源管理的重要議題。本研究旨在探討激勵制度對理財專員工作投入與工作績效之影響。本研究採問卷調查法，共發出128 份問卷，有效回收問卷為109 份，有效回收率為85%。研究結果發現，激勵制度重要性與工作績效間，以及激勵制度滿意度與工作績效間，工作投入都具有明顯的中介效果。本研究提出實務上重要的管理意涵及未來研究的建議。

The domestic bank industry has been in a highly competitive situation due to the government's permission of setting up new banks. Therefore, banks now intend to enhance the earnings by developing wealth management business. The essence of how a fine motivation system to motivate financial consultants' job involvement and job performance is fairly crucial, and has become the important topic of human resources management in bank industry. The aim of this study is to investigate motivation system's effect on the consultants' job involvement and their job performance. This study adopted questionnaire survey method. This study assigned 128 questionnaires and 109 were used from collecting questionnaires, producing 85% effectively collecting rate. From the results of this study, we found the mediating effect of job involvement between importance of motivating system and job performance, and between satisfaction of motivating system and job performance. Based on the research findings, this study proposes certain management implications and further research suggestions.

1. 李娸維、高瑞新、廖翊雅、劉文宏(2010)。臺灣漁會領導型態與激勵制度對員工工作績效影響之研究。公共行政學報，36，91-123。
   連結：
2. 波士頓顧問集團（2012）。全球財富管理報告。取自http://morrisjfwong.com/blog/ global-wealth-report-2012-bcg/
3. 加拿大皇家銀行（2012）。亞太財富報告。取自https://www.capgemini.com/resource- file-access/resource/pdf/Asia-Pacific_Wealth_Report_2012_____Traditional_Chinese_Version.pdf
4. Aarabi, M. S.,Subramaniam, I. D.,Akeel, A. B. A. A. B.(2013).Relationship between motivational factors and job performance of employees in malaysian service industry.Asian Social Science,9(9),301-310.
5. Anderson, J. C.,Gerbing, D. W.(1988).Structural equation modeling in practice: A review and recommended two-step approach.Psychological Bulletin,103,411-423.
6. Bagozzi, R. P.,Yi, Y.,Phillips, L. W.(1991).Assessing construct validity in organizational research.Administrative Science Quarterly,36,421-458.
7. Banker, R. D.,Bardhan, I. R.,Chen, T. Y.(2008).The role of manufacturing practices in mediating the impact of activity-based costing on plant performance.Accounting, Organizations and Society,33,1-19.
8. Baron, R. M.,Kenny, D. A.(1986).The moderatormediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.Journal of Personality and Social Psychology,51,1173-1182.
9. DeGroot, T.,Brownlee, A. L.(2006).Effect of department structure on the organizational citizenship behavior-department effectiveness relationship.Journal of Business Research,59,1116-1123.
10. Derakhshide, H.,Kazemi, A.(2014).The effect of job involvement and organizational commitment on employees'job satisfaction and performance in hotel industry of Mashhad by using structural equation modeling.Journal of Applied Sociology,55(3),19-35.
11. Fu, W.,Deshpande, S. P.(2014).The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China's insurance company.Journal of Business Ethics,124,339-349.
12. Hayes, A. F.(2009).Beyond baron and kenny: Statistical mediation analysis in the new millennium.Communication Monographs,76,408-420.
13. Kanuago, R. N.(1982).Measurement of job and work involvement.Journal of Applied Psychology,67,341-349.
14. Katzell, R. A.,Thompson, D. E.(1990).Work motivation: Theory and practice.American Psychologist,45,144-153.
15. Lawler, E. E.,Hall, D. T.(1970).Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.Journal of Applied Psychology,54,305-312.
16. Milkovich, G. T.,Newman, J. M.,Milkovich, C.(2002).Compensation.Boston, MA:McGraw-Hill Irwin.
17. Motowidlo, S. J.,Van Scotter, J. R.(1994).Evidence that task performance should be distinguished from contextual performance.Journal of Aoolied Psychology,79,475-480.
18. Schmitt, N.(Ed.),Borman, W. C.(Ed.)(1993).Personnel selection in organization.San Francisco, CA:Jossey-Bass.
19. Sobel, M. E.(1982).Asymptotic intervals for indirect effects in structural equations models.Sociological Methodology,13,290-312.
20. Urbanski, A.(1986).Incentives get specific.Sales and Marketing Management,136,98-102.
21. Uzonna, U. R.(2013).Impact of motivation on employees' performance: A case study of CreditWest Bank Cyprus.Journal of Economics and International Finance,5(5),199-211.
22. 白淑如(2011)。碩士論文(碩士論文)。彰化，臺灣，國立彰化師範大學。
23. 何鳳娟(2013)。碩士論文(碩士論文)。臺南，臺灣，國立成功大學。
24. 卓靜怡、許志嘉(2004)。報社激勵制度與員工工作績效關係之初探研究─以中國時報為例。傳播管理學刊，5(1)，53-67。
25. 林怡珊(2013)。碩士論文(碩士論文)。臺南，臺灣，國立成功大學。
26. 林慧芝(2005)。碩士論文(碩士論文)。桃園，臺灣，國立中央大學。
27. 邱蒂文(2011)。碩士論文(碩士論文)。臺中，臺灣，國立中興大學。
28. 洪淳涵(2010)。碩士論文(碩士論文)。桃園，臺灣，國立中央大學。
29. 張佩琪(2006)。碩士論文(碩士論文)。彰化，臺灣，大葉大學。
30. 梁至昇(2013)。碩士論文(碩士論文)。彰化，臺灣，國立彰化師範大學。
31. 郭天傑(2014)。碩士論文(碩士論文)。臺北，臺灣，淡江大學。
32. 陳嬿如(2007)。碩士論文(碩士論文)。高雄，臺灣，國立高雄師範大學。
33. 黃匯湞(2012)。碩士論文(碩士論文)。高雄，臺灣，樹德科技大學。
34. 葉麗文(2011)。碩士論文(碩士論文)。臺北，臺灣，世新大學。
35. 劉柏妤(2012)。碩士論文(碩士論文)。花蓮，臺灣，國立東華大學。
36. 鄭凱元(2011)。碩士論文(碩士論文)。高雄，臺灣，國立高雄餐旅大學。
37. 蕭惠容(2010)。碩士論文(碩士論文)。臺北，臺灣，國立臺北大學。
38. 魏士傑(2013)。碩士論文(碩士論文)。桃園，臺灣，中原大學。
39. 嚴國銘(2012)。碩士論文(碩士論文)。屏東，臺灣，國立屏東科技大學。

1. 林弘昌,李佩欣(2022)。激勵制度影響非營利組織專職人員留任意願之探討。科技與人力教育季刊，8(4)，47-65。
2. 楊喬凱,張菀玲,洪繼開,何應欽(2020)。高績效理財專員之個人商業模式與職能基礎的探討－以KS銀行為研究對象。商管科技季刊，21(2)，111-145。