發(fā)布時(shí)間：2018-05-19 01:18

  本文選題：保險(xiǎn)行業(yè) + 中級(jí)職業(yè)經(jīng)理人�。� 參考：《華南理工大學(xué)》2014年碩士論文

【摘要】：我國(guó)的保險(xiǎn)行業(yè)近10年來(lái)發(fā)展迅速，已經(jīng)成為國(guó)民經(jīng)濟(jì)發(fā)展最快的行業(yè)之一。我國(guó)已成為全球最重要的新興保險(xiǎn)大國(guó)，未來(lái)仍蘊(yùn)藏著無(wú)限的發(fā)展空間。但保險(xiǎn)行業(yè)人才問(wèn)題卻一直困擾著我國(guó)的保險(xiǎn)行業(yè)。保險(xiǎn)人才匱乏且良莠不齊的現(xiàn)狀，使保險(xiǎn)行業(yè)迫切需要職業(yè)經(jīng)理人。但目前保險(xiǎn)行業(yè)職業(yè)經(jīng)理人的招聘、選拔、培養(yǎng)以及績(jī)效考核尚未形成一套標(biāo)準(zhǔn)的、科學(xué)的方法和體系。本文以保險(xiǎn)中級(jí)職業(yè)經(jīng)理人這一群體作為研究對(duì)象，探討保險(xiǎn)行業(yè)中級(jí)職業(yè)經(jīng)理人勝任力模型及其與績(jī)效的關(guān)系。 本文大量閱讀國(guó)內(nèi)外有關(guān)職業(yè)經(jīng)理人勝任力及績(jī)效模型研究的文獻(xiàn)，，通過(guò)對(duì)比分析國(guó)內(nèi)外對(duì)職業(yè)經(jīng)理人勝任力模型的研究，結(jié)合我國(guó)保險(xiǎn)行業(yè)的特點(diǎn)和現(xiàn)實(shí)狀況，構(gòu)建保險(xiǎn)中級(jí)職業(yè)經(jīng)理人勝任力五維度模型。這五個(gè)維度分別為內(nèi)驅(qū)力、個(gè)性品質(zhì)、工作態(tài)度、領(lǐng)導(dǎo)特質(zhì)和知識(shí)技能。國(guó)內(nèi)外對(duì)績(jī)效的研究已經(jīng)形成了比較完善的體系。同時(shí)，關(guān)于勝任力與績(jī)效的關(guān)系研究也表明：隨著職業(yè)經(jīng)理人層級(jí)的提升，其個(gè)人績(jī)效越來(lái)越體現(xiàn)為組織績(jī)效。本文選取財(cái)務(wù)績(jī)效指標(biāo)和非財(cái)務(wù)績(jī)效指標(biāo)，共11個(gè)指標(biāo)測(cè)量績(jī)效。利用SPSS和AMOS進(jìn)行統(tǒng)計(jì)分析，得到勝任力維度與績(jī)效維度之間的關(guān)系模型。結(jié)果表明保險(xiǎn)中級(jí)職業(yè)經(jīng)理人五大勝任力維度與財(cái)務(wù)績(jī)效和非財(cái)務(wù)績(jī)效都存在正向的相關(guān)關(guān)系。本研究進(jìn)一步驗(yàn)證和完善了以往學(xué)者關(guān)于勝任力與績(jī)效關(guān)系的研究，豐富了保險(xiǎn)行業(yè)中級(jí)職業(yè)經(jīng)理人勝任力與企業(yè)績(jī)效關(guān)系的實(shí)證方面的文獻(xiàn)。 保險(xiǎn)職業(yè)經(jīng)理人通過(guò)提高個(gè)人影響力、決策能力、自我控制能力等就能有效提高其勝任力，從而提高團(tuán)隊(duì)建設(shè)水平和組織績(jī)效。本研究的應(yīng)用價(jià)值在于為保險(xiǎn)職業(yè)經(jīng)理人有針對(duì)性地提高自身綜合素質(zhì)、為保險(xiǎn)公司選拔符合要求的職業(yè)經(jīng)理人、設(shè)立合理的績(jī)效考核制度提供參考。
[Abstract]:China's insurance industry has developed rapidly in the past 10 years and has become one of the fastest growing industries of the national economy. China has become the most important emerging insurance country in the world. But the insurance industry talent problem has been puzzling our country's insurance industry. The insurance industry is in urgent need of professional managers due to the shortage of insurance personnel and the uneven situation. However, at present, the recruitment, selection, training and performance appraisal of professional managers in insurance industry have not yet formed a standard, scientific method and system. This paper takes the group of insurance intermediate professional managers as the research object, discusses the competency model of insurance intermediate professional managers and its relationship with performance. This paper reads a lot of literature about professional manager competency and performance model at home and abroad, through comparative analysis of professional manager competency model at home and abroad, combined with the characteristics and reality of insurance industry in China. Construct the five-dimensional model of insurance intermediate professional manager competence. The five dimensions are drive, personality, work attitude, leadership and knowledge and skills. Domestic and foreign research on performance has formed a relatively perfect system. At the same time, the research on the relationship between competence and performance also shows that with the promotion of professional managers' level, their personal performance is more and more reflected in organizational performance. This paper selects financial performance indicators and non-financial performance indicators, a total of 11 indicators to measure performance. The relationship model between competency dimension and performance dimension is obtained by using SPSS and AMOS. The results show that there is a positive correlation between the five competency dimensions of insurance intermediate professional managers and financial performance and non-financial performance. This study further verifies and perfects the previous researches on the relationship between competence and performance, and enriches the empirical literature on the relationship between competency and enterprise performance of mid-level professional managers in insurance industry. Insurance professional managers can effectively improve their competence by improving their personal influence, decision-making ability and self-control ability, thus improving the level of team building and organizational performance. The application value of this study is to provide reference for insurance professional managers to improve their comprehensive quality, to select qualified professional managers and to set up a reasonable performance appraisal system.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F842.3

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本文編號(hào)：1908071