Title page for etd-0506113-135256


[Back to Results | New Search]

URN etd-0506113-135256
Author Yun-Mei Tseng
Author's Email Address No Public.
Statistics This thesis had been viewed 5342 times. Download 0 times.
Department EMBA
Year 2012
Semester 2
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title The research on Motivation factor and Job satisfaction of CRM - A Case Study of S Bank
Date of Defense 2013-06-09
Page Count 87
Keyword
  • Motivation
  • Job Satisfaction
  • Abstract Employee motivation program is designed to evaluate the satisfaction of employee in organization. It is very crucial policy how to retain talented employees. Furthermore, we think people are the most valuable asset in any corporation. This is key issue why each global bank is looking for an answer to find out how to find the qualified people and keep talented employee in order to increase productivity. However, an effective scheme encourages employee to continue to deliver high performance especially in wealth management under cut throat competition. Bank not only provides incentive and business campaign with limited budget but also adjusts scorecard or KPI to drive the sale momentum and inspire the enthusiasm of relationship manager. What is the most effective motivational mechanism to cheer up the employee? Whether do two variables show the positive correlation between the satisfaction and performance? The satisfaction of employee is very important lesson to maintain sustainable competitive advantage and achieve superior performance among banking industry.
    The purpose of the thesis applies incentive theory to analyze the satisfaction of employee motivational program in S bank. The methods of data collection are questionnaire and interview to understand the relationship between employee motivational program and satisfaction degree. The participants of questionnaire are relationship managers in wealth management. The other participants are regional managers whose conversation matter the results of this research. The data had been analyzed by using the analysis of variance and regression analysis. The conclusions of thesis are that intrinsic motivation is significant to both internal and external satisfaction. There are three results found. First of all, the achievement at work is trigged by internal motivation at most among variables. Autonomy and challenge for work are less influence facts comparing with the achievement at work. Secondly, employee compensation is the most important issue for external motivation. The research also found out that internal motivation matters senior employees more than junior. Furthermore, it is important indicator to self moral principle is the highest standard to fulfill the satisfaction under working environment. This variable determines employee whether to earn the recognition from clients and enlarge people network. Finally, the study shows relationship managers in north region satisfy his or her job more than central and south region. New comers are higher satisfaction.
    Advisory Committee
  • Ming-Chu Yu - chair
  • Jen-Tsung Huang - co-chair
  • Christina Yu-ping Wang - advisor
  • Bih-Shiaw Jaw - advisor
  • Files
  • etd-0506113-135256.pdf
  • Indicate in-campus at 99 year and off-campus access at 99 year.
    Date of Submission 2013-06-30

    [Back to Results | New Search]


    Browse | Search All Available ETDs

    If you have more questions or technical problems, please contact eThesys