本文選題：心理授權(quán) + 歸因訓(xùn)練�。� 參考：《曲阜師范大學(xué)》2014年碩士論文

【摘要】：銷售人員的心理授權(quán)程度已經(jīng)得到業(yè)界人員的廣泛關(guān)注，但是對它的實(shí)證研究還為之尚少，因此，，探討銷售人員的歸因風(fēng)格、銷售業(yè)績和心理授權(quán)水平之間的內(nèi)在聯(lián)系就顯得尤為必要。 本文采用歸因訓(xùn)練的方法對銷售人員的心理授權(quán)程度進(jìn)行測前和測后的考量，以某教育培訓(xùn)公司的11名新入職銷售人員為被試，對他們進(jìn)行為期45天的培訓(xùn)，其中由5次干預(yù)，干預(yù)的方式以團(tuán)體干預(yù)為主。 研究結(jié)果發(fā)現(xiàn)歸因訓(xùn)練可以改變銷售人員的心理授權(quán)水平，銷售人員的心理授權(quán)水平經(jīng)過歸因訓(xùn)練之后顯著提高；歸因訓(xùn)練還可以改變歸因風(fēng)格，經(jīng)過歸因訓(xùn)練之后銷售人員的歸因風(fēng)格的負(fù)向歸因分?jǐn)?shù)顯著下降；歸因訓(xùn)練可以提高銷售人員的銷售績效。具體結(jié)論如下： （1）經(jīng)過獨(dú)立樣本t檢驗(yàn)發(fā)現(xiàn)，心理授權(quán)、歸因風(fēng)格、銷售績效在性別差異上均不顯著；學(xué)歷的不同在心理授權(quán)的各個水平和歸因風(fēng)格的不同維度以及銷售績效上不存在顯著差異。 （2）采用獨(dú)立樣本t檢驗(yàn)分析，結(jié)果發(fā)現(xiàn)銷售人員的工作經(jīng)驗(yàn)在心理授權(quán)、歸因風(fēng)格存在顯著差異，在銷售績效上不存在差異顯著。 （3）經(jīng)獨(dú)立樣本t檢驗(yàn)得出，心理授權(quán)在歸因風(fēng)格上差異顯著，且積極歸因風(fēng)格組的心理授權(quán)水平高于消極歸因風(fēng)格組的心理資本水平 （4）經(jīng)前后測單因素方差分析結(jié)果發(fā)現(xiàn)，在團(tuán)體歸因訓(xùn)練之后，銷售人員的心理授權(quán)的前后測結(jié)果整體上存在顯著性差異，其中工作意義、工作影響和自我效能的前后測結(jié)果差異顯著，而自主性的差異不顯著；自我效能的前后測結(jié)果差異尤其顯著。 （5）對歸因風(fēng)格的前后測數(shù)據(jù)結(jié)果進(jìn)行單因素方差分析，結(jié)果發(fā)現(xiàn)歸因訓(xùn)練前后歸因風(fēng)格有顯著性差異，主要表現(xiàn)在內(nèi)在和穩(wěn)定維度，尤其是歸因訓(xùn)練前后的CoNeg分?jǐn)?shù)差異顯著，同時CPCN在團(tuán)體歸因訓(xùn)練之后也表現(xiàn)出與歸因訓(xùn)練之前的顯著差異。而一致維度和CoPos得分前后測差異并不顯著。 （6）對本教育培訓(xùn)公司參加培訓(xùn)的銷售人員的銷售績效進(jìn)行前后測比較，結(jié)果發(fā)現(xiàn)到訪率前后測差異不顯著，報(bào)名率前后測差異顯著，續(xù)費(fèi)率前后測差異顯著。
[Abstract]:The degree of psychological authorization of sales personnel has been widely concerned by industry personnel, but the empirical research on it is still few. Therefore, to explore the attribution style of sales personnel, Sales performance and the level of psychological authorization between the internal relationship is particularly necessary. In this paper, attribution training was used to measure the psychological authorization of sales personnel before and after the test. Eleven newly employed salespeople from an education and training company were selected for 45 days of training, among which 5 interventions were made. The way of intervention is mainly group intervention. The results show that attribution training can change the psychological authorization level of sales personnel, and the psychological authorization level of sales personnel can be significantly improved after attribution training, and attribution training can also change attribution style. After the attribution training, the negative attribution scores of the sales personnel's attribution style decreased significantly, and the attribution training could improve the sales performance of the sales personnel. The specific conclusions are as follows: (1) the independent sample t test found that psychological empowerment, attribution style and sales performance were not significant in gender difference; There are no significant differences in different levels of psychological authorization, different dimensions of attribution style and sales performance. 2) using independent sample t-test, the results show that there are significant differences in psychological empowerment, attribution style, and no significant difference in sales performance. (3) the independent sample t test shows that there is significant difference in attribution style between positive attribution style group and negative attribution style group, and the psychological capital level of positive attribution style group is higher than that of negative attribution style group. 4) the results of ANOVA showed that after group attribution training, there were significant differences in the results of psychological empowerment of salespeople, among which the work significance was significant. There were significant differences in pre-and post-test results of job impact and self-efficacy, but there was no significant difference in autonomy, especially in self-efficacy. 5) univariate analysis of variance was carried out on the data of attribution style before and after attribution training. The results showed that there were significant differences in attribution style before and after attribution training, mainly in the intrinsic and stable dimensions, especially in CoNeg scores before and after attribution training. At the same time, CPCN also showed significant difference after group attribution training and before attribution training. However, there was no significant difference between the consistent dimension and the CoPos score before and after the test. The results show that there is no significant difference in the visit rate, the difference in the registration rate before and after the test, and the difference in the rate before and after the test.
【學(xué)位授予單位】：曲阜師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B844

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