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標題: | 基於工作情感體驗的房地產代理企業銷售人員流失對策與管理提升研究 Ehance Research Based on The Work of Emotional Experience about Real Estate Agent Sales Staff Loss Countermeasures and Management |
作者: | Cheng Zhang 張成 |
指導教授: | 陸洛 |
關鍵字: | 房地產代理企業,銷售人員,工作情感體驗,離職傾向,對策研究, Real estate agency business,salesperson,Work experience,Turnover tendency,Countermeasures, |
出版年 : | 2017 |
學位: | 碩士 |
摘要: | 隨著經濟的不斷發展,企業間的人才競爭成為企業生存與發展的關鍵。房地產行業在當代社會進入高速發展階段,成為時代的寵兒,與此同時,房地產行業對人才的渴求也越來越大,但是人員流失也成為這個行業長期困擾管理者的一個難題。如何降低銷售人員的流失率,成功留住骨幹員工和高潛質員工,穩定銷售團隊,成為房地產行銷行業急需解決的問題。
論文在第二章對人員流失的國內外研究現狀、人員流動理論進行回顧的基礎上,以南京金嶽房地產銷售有限公司為研究物件,首先在第三章通過對公司的歷史離職檔案資料的分析,並結合對典型員工的深度訪談,得出初步結論:影響員工流動的重要因素是企業文化、管理制度、薪酬以及是否具有積極的工作心態等。隨後在第四章,作者採用標準化的問卷研究對南京金嶽公司在職銷售人員的工作情感體驗、離職傾向及其影響因素進行調研,分析和檢驗組織因素(包括薪酬政策、領導特徵及其有效性)、員工個人工作特徵、以及個人和組織匹配的互動因素等對於員工工作情感體驗和離職傾向的影響模型,得出以下研究結論:個人工作因素中工作時間、管轄人數,組織因素中的薪酬水準、分配公平與員工消極的工作情感體驗呈現相關關係,而與積極的工作情感體驗沒有統計意義上的相關性;而領導特徵(交易型領導、領導有效性)、個人-組織匹配程度以及程式公平和人際互動公平與員工積極的工作情感體驗正相關,影響員工的工作活力。這一有意義的研究發現對於實踐中如何激勵和留住員工提供了理論指南。 以以上結論為依據,作者在第五章中提出兩方面措施來提升和改善銷售人員的激勵和流失問題:一是強化組織文化、領導方式以及決策的程式公平和人際公平的激勵作用,提升員工積極正面的工作情感體驗;二是改進公司對員工的工作的時間和人員管理負荷,以及與薪酬實踐相關的管理體制,降低員工消極負面的工作情感體驗,從而留住公司真正需要的出色員工,並保證這些出色員工在工作崗位上的工作熱情和高績效。 Through continuing economic growth, the competition among enterprises has become the key to its survival and growth. Due to high speed economic growth, the real estate industry has become the darling of the times. At the same time, the real estate industry's desire for talent is also growing; thus, how to deal the lost of a talent has also become an headache for the management. How to reduce the turnover rate of sales staff, key employees, and high-potential staffs have become the real estate urgent need to solve this problem. In Chapter 2, the author analyzes the present situation of personnel turnover at home and abroad, the theory of personnel flow and the causes of the differences. In Ch3, he analyzes the history of the resignation of Nanjing Jinyue Real Estate Sales Co. and combines with sampling depth interviews of employees, then concludes that: an important factor affecting employee turnover is corporate culture, management system, and whether compensation has positive working attitude and so on. Based on the preliminary conclusions drawn from the analyses on archival data and in-depth interview in Chapters 2 and 3, the author in Chapter 4 proposes four sets of hypotheses on predicting work-related affect and turnover intention for the salespersons in Nanjing Jinyue. The author further uses questionnaire survey to examine these hypotheses and reveals the following findings : 1. What triggers the negative work-related affect of salespersons are work time, how many people they supervise, and salary level relative to industry and within the firm. These factors do not have significant impact on positive affect toward the work. 2. What induce positive work-related affect of salespersons are the characteristics of leaders, such as transactional leadership, the effectiveness of leadership style, person-organization fit, and justice (specifically procedural justice and interpersonal justice). These factors significantly relate to vigor at work. These meaningful findings provide theoretical and empirical guide to the practice of motivating and retaining elite employees. The author then discusses the practical implications of these findings in the context of Nanjin Jinyue company in Chapter 5. The author proposed two sets of suggestions. First is to recruit, select, and socialize the employees as well as improve organizational culture to increase the P-O fit, to improve the procedural and interpersonal justice of firm management system, and to train managers at every level to improve their leadership effectiveness, to induce and enhance positive work-related emotional and affective experience of the sales staff. Second is to improve the management system, redesign the workload, and management range, and improve the compensation system and incentive scheme, to reduce the negative feelings toward the work. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/20819 |
DOI: | 10.6342/NTU201701338 |
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顯示於系所單位: | 臺大-復旦EMBA境外專班 |
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