探討銷售人員之馬基維利傾向對工作敬業與業績表現的影響 - 以民生快速消費品產業(FMCG)員工為樣本

Abstract

本研究探討業務銷售人員的馬基維利傾向對工作敬業以及業績表現的影響，並且以台灣快速民生消費產業之銷售人員為樣本進行研究，從中探究管理意涵。研究方法以問卷調查進行抽樣，並且針對有效樣本做量化統計與分析，希望研究結果能協助管理者檢視銷售人員之性格特質對其銷售行為之影響。主要研究目的如下： 一、 探討馬基維利傾向與業務銷售職業的關聯性。 二、 探討馬基維利傾向與工作敬業度間的關聯性。 三、 探討馬基維利傾向與工作績效的關聯性。 四、 探討馬基維利傾向與工作績效的關聯性是否受到工作任務分配的調節作用。 馬基維利傾向作為性格特質常被一言蔽之詮釋為：「為達目的不擇手段」。這樣的概念和「積極進取，爭取勝利」程度上皆是教人要達成目標，但為何馬基維利傾向卻成為了負面性格特質?差異在於「不擇手段」。當個人願意為了自私的目的不擇手段，可能造成管理上的風險或團隊的不和諧。在人力資源管理的招募與任用中，管理者多半經由主觀判斷來做人力資源管理決策，未經實證研究的管理決策，也有可能抹煞了部分組織中具備潛力的負向性格傾向者，或是本質上誤會了馬基維利傾向對於工作績效的關聯性。 雖說「性格可以影響命運」，但是本研究更想透過科學方法驗證，「性格可以改變績效」，只要透過「對症下藥」的組織制度與管理手段，組織內部充斥的各種性格傾向的個人，不論正向或負向性格，只要能夠依照個人行為及性格特質放入組織架構內對的位置，也能發揮效益與個人價值。 高馬基維利傾向者具備了「不擇手段」的特質，在性格上與「使命必達」的特質有本質上的差異，但對於組織管理者而言，若能夠洞悉組織成員的特質，並且取其長、避其輕，並且投入制度設計予以調節，才能夠促進就業平等，排除任用歧見。

This study explores the impact of sales personnel's Machiavelli's tendency on work dedication and performance and uses sales personnel from Taiwan's FMCG industry as a sample to explore management implications. The research method is sampling by questionnaire survey and quantitative statistics and analysis are conducted on effective samples. It is hoped that the research results can help managers to examine the influence of salesperson's personality traits on their sales behavior. The main research objectives are as follows: 1. Explore the relevance of Machiavelli's tendency to business sales occupations. 2. To explore the correlation between Machiavelli's tendency and work engagement. 3. Discuss the relevance of Machiavelli's tendency and job performance. 4. Discuss whether the relevance of Machiavelli's tendency and job performance is regulated by job assignment. Machiavelli's tendency as a personality trait is often interpreted in one sentence: 'Any way to achieve a goal.' This concept and the degree of 'active aggressiveness to win' are teaching people to achieve their goals, but why did Machiavelli tend to become a negative personality trait? The difference lies in 'unscrupulous means.' When individuals are willing to do whatever they want for selfish purposes, it may cause management risks or team disharmony. In the recruitment and appointment of human resource management, most managers make human resource management decisions through subjective judgment. Management decisions without empirical research may also wipe out the negative personality tendency or the essence of potential in some organizations. I misunderstood the relevance of Machiavelli's tendency to job performance. Although 'character can affect fate', this study wants to verify through scientific methods that 'character can change performance' as long as the organization system and management methods of 'appropriate medicine' are used to fill individuals with various personality trends in the organization, regardless of positive or a negative personality as long as it can be placed in the right position within the organizational structure according to personal behavior and personality traits, it can also exert benefits and personal value. Those with a high Machiavelli tendency have the traits of 'unscrupulous means' which are essentially different from the traits of 'mission must achieve', but for organizational management, if they can gain insight into the traits of the members of the organization and take their strengths avoiding its lightness, and investing in the design of the system to adjust, can promote equality in employment and eliminate differences in appointments.