Title page for etd-1205110-125006


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URN etd-1205110-125006
Author Wen-Chih Chang
Author's Email Address No Public.
Statistics This thesis had been viewed 5335 times. Download 1700 times.
Department Human Resource Management
Year 2010
Semester 1
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title Produces the danger industry jobholders to work the values, emotion quotient), and research of the work Performance relations - take works the life quality as the intermediary variable
Date of Defense 2010-11-22
Page Count 145
Keyword
  • Job Values
  • EQ (emotion quotient)
  • Quality of Job life
  • Job Performance
  • Abstract In an era of information and scientific technology, the marketing value and competitive advantage of a company is determined by its staff. An eligible employee is able to provide the organization with an outstanding performance and productivity while an ineligible one can waste the administration costs of recruiting and job training. Therefore, it is crucial for a company to investigate the key factors of how its novices’ job values interact with its culture and of how the novices’ EQ (emotion quotient) influence their job performance. The investigation assists the company not only in improving the efficiency of the recruiting but also in redesigning the work environment and managerial system, so as to achieve the goals of attracting capable talents and raising competition. The main purpose of this thesis is to discuss the influence of the job values and EQ of the staff in property insurance on their job performance. Our study will target the staff members in Taiwan by questionnaires through ways of convenient sampling.
    According to our study, the job values of the insurance staff do not influence their job performances directly. Nevertheless, First, the insurance staff need to have many kinds of professional knowledge and broad visions. Second, their workplaces and job properties are flexible and variable. Third, the insurance staff have to know a little basic law knowledge, and they have to negotiate or communicate with people to achieve compromises. Fourth, it’s common for the insurance staff to contact any kind of people. Fifth, the insurance staff have special feelings and conceptions for their job values, which differentiate them from those
    whose workplaces and job properties are fixed and standardized.
    Emotional Quotient and job performances are proved to have positive and influential relationships. Our evidence verifies that outstanding insurance staff are aware of their emotions and they develop good interpersonal relationships by hiding and adjusting their emotions. Besides, the outstanding insurance staff develop their social skills well by extending their interpersonal relationships with their colleagues and society. In the end, they achieve the goals set by their companies.
    Advisory Committee
  • Bih-Shiaw Jaw - chair
  • Yu-Ping Wang - co-chair
  • Ming- Chu Yu - advisor
  • Files
  • etd-1205110-125006.pdf
  • indicate in-campus access immediately and off_campus access in a year
    Date of Submission 2010-12-05

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