保险中级职业经理人胜任力与绩效关系的实证研究

发布时间：2018-05-19 01:18

本文选题：保险行业 + 中级职业经理人　；参考：《华南理工大学》2014年硕士论文

【摘要】：我国的保险行业近10年来发展迅速，已经成为国民经济发展最快的行业之一。我国已成为全球最重要的新兴保险大国，未来仍蕴藏着无限的发展空间。但保险行业人才问题却一直困扰着我国的保险行业。保险人才匮乏且良莠不齐的现状，使保险行业迫切需要职业经理人。但目前保险行业职业经理人的招聘、选拔、培养以及绩效考核尚未形成一套标准的、科学的方法和体系。本文以保险中级职业经理人这一群体作为研究对象，探讨保险行业中级职业经理人胜任力模型及其与绩效的关系。本文大量阅读国内外有关职业经理人胜任力及绩效模型研究的文献，，通过对比分析国内外对职业经理人胜任力模型的研究，结合我国保险行业的特点和现实状况，构建保险中级职业经理人胜任力五维度模型。这五个维度分别为内驱力、个性品质、工作态度、领导特质和知识技能。国内外对绩效的研究已经形成了比较完善的体系。同时，关于胜任力与绩效的关系研究也表明：随着职业经理人层级的提升，其个人绩效越来越体现为组织绩效。本文选取财务绩效指标和非财务绩效指标，共11个指标测量绩效。利用SPSS和AMOS进行统计分析，得到胜任力维度与绩效维度之间的关系模型。结果表明保险中级职业经理人五大胜任力维度与财务绩效和非财务绩效都存在正向的相关关系。本研究进一步验证和完善了以往学者关于胜任力与绩效关系的研究，丰富了保险行业中级职业经理人胜任力与企业绩效关系的实证方面的文献。保险职业经理人通过提高个人影响力、决策能力、自我控制能力等就能有效提高其胜任力，从而提高团队建设水平和组织绩效。本研究的应用价值在于为保险职业经理人有针对性地提高自身综合素质、为保险公司选拔符合要求的职业经理人、设立合理的绩效考核制度提供参考。
[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.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F842.3

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