Dissertations / Theses on the topic 'Job advisor'

Le militantisme syndical dans les TPE : proposition d’une typologie de la participation syndicale des conseillers du salarié. La littérature s’est jusqu’ici largement intéressée au militantisme syndical dans les grandes entreprises. Cette étude cherche l’enrichir en tentant de comprendre la construction du militantisme syndical des conseillers du salarié dans les très petites entreprises en France, une analyse jusqu’ici absente à notre connaissance. Pour cela, elle s’appuie sur 132 entretiens semi-directifs réalisés auprès de conseillers du salarié, de représentants des cinq principales organisations syndicales représentatives (CGT, CFDT, FO, CFECGC et CFTC), des organisations patronales ainsi que de l’Etat. En mobilisant la littérature sur la participation syndicale et sur le job crafting, l’étude dégage trois profils de militantisme dans le contexte des très petites entreprises : le « bon soldat », le « défenseur des droits » et le « combattant sociétal ». L’étude met en exergue la mobilisation du processus de job crafting par les conseillers du salarié pour construire leur militantisme syndical dans les très petites entreprises. Ils gèrent les ressources et les demandes pour construire une nouvelle participation syndicale et prolongent leur militantisme dans de nouveaux environnements. L’étude montre également que le militantisme syndical dans les très petites entreprises évolue vers des relations plus individualisées avec les salariés, une plus grande autonomie et une professionnalisation croissante des activités<br>Trade union militancy in VSEs: proposal for a typology of trade union participation of employee advisersThe literature has so far focused largely on union activism in large corporations. This study seeks to enrich it by attempting to understand the construction of union militancy of employee advisers in very small companies in France, an analysis that has so far been lacking to our knowledge. It is based on 132 semi-structured interviews with employee advisers, representatives of the five main representative trade union organizations (CGT, CFDT, FO, CFECGC and CFTC), employers' organizations and the State. By mobilizing the literature on union participation and job crafting, the study identifies three profiles of activism in the context of very small businesses: the "good soldier", the "rights defender" and the "societal fighter". The study highlights the mobilization of the job crafting process by employee advisers to build their union activism in very small companies. They manage resources and demands to build new trade union participation and extend their activism into new environments. The study also shows that union activism in very small firms is evolving towards more individualized relations with employees, greater autonomy and increasing professionalization of activities

碩士<br>淡江大學<br>國際貿易學系國際企業學碩士在職專班<br>95<br>The banking usually places the performance of creating and represents the difference on financial advisor. The purpose of this study is to find out the key elements of positive correlation with financial advisor’s job performance as the necessary and it will be a reference the banking would improve on Human selection, management training development and to enhance performance examine. The targets for this research adopts to financial advisor group Appraisal system for S bank. This research will focus on 6 financial advisors who working for S bank to take standardize open-ended interview technique by one-on-one. And then follow up to gather statistics and statement analysis from research constructs and the exhibit performance. The results of study as follows: 1. On background characteristic: both of marital status and work seniority will effect the job performance with have outstanding influence in business performance. Means, single, or already a child of marriage and childbirth, and longer working seniority will shows better job performance. 2. Personality characteristic: Openness and Conscientiousness will effect job performance , usually will flexibility and efficiency in dealing with matters. On the other way, one who always requisition for self ability will get better effects on job performance. 3. Professional knowledge ability: Both of react strength and the professional skill training effect financial advisor for their job performance. That is, the more ability in scientific and technological, can efficient to fetch and use information better, and can strengthen the job performance. 4. Working attitude: Organizational Commitment is the important factor which influence financial advisor job performance, and present the key element of positive correlation with. Namely to company''s loyalty and centripetal will get performance better.

碩士<br>國立高雄大學<br>國際高階經營管理碩士在職專班(IEMBA)<br>106<br>The purpose of this research is to address whether the manager’s leading style and the subordinates’ motivation for achievement will influence the performance on work. The research is based on 337 google questionnaires that were made by the tellers of F bank in Taipei area by employing discreptive statistics, reliability and validaity analysis, T-test, ANOVA, and regression analysis. We reach our conclusion and summarize them as follows: 1. The result indicates that in the perspective of genders, Males perform better than females on work. As for the marriage status, married employees perform better than single ones. As regards to age groups, experienced middle-high aged people perform better than the younger groups on work. In terms of education levels, workers with higher education excel those with lower education. Moreover, the group of workers with working experience of 5-25 years, having the titles of specialists or above, and owning average salaries of $60,000-$80,000 show a higher performance on work. 2. The executive’s advocating ways and consideration have positive impact on the subordinates’ working performance. For those with 5-15 years of working experience, having the titles of specialists or above, owning the average salaries of $60,000-$80,000, and with master degrees or above, they agree the most, showing the highest level of identification to work performance. 3. Subordinates’ achievement motivation for job orientation, proficiency, and competitiveness is highly correlated to the overall work performances. For those with 16-25 years of working experience, possessing the titles of specialists or above, having average salaries of $60,000-$80,000, and with master degrees or above, they agree the most, showing the highest level of identification to work performance. 4. Regarding the results of regression analysis, the executive’s advocating ways, subordinates’ proficiency and competitiveness positively influence the sales performances of credit cards and mutual funds. On the other hand, subordinates’ achievement motivation for job orientation negatively influence the sales performance of the mutual fund and the insurance policy. We hope our results can provide a reference for the management in the financial industry for practical uses, recruiting, and employee training. We also anticipate that through our results, the management can better understand the related factors that impact the work performance, and offer a reference for the future development in the industry

This study investigated the relationships between personality, ability, biographical and sociographical factors on the one hand and criterion measures of job-relevant behaviour on the other. The aim of the study was to isolate success-predicting factors for a Personal Financial Advisor in a South African Bancassurance operation. The research was done by means of a criterion-related concurrent validation study. The sample consisted of 185 advisors with two years or longer sales tenure in the position. Predictor variables included measurement on a 20-dimension competency model, an ability assessment and 17 biographical and sociographical variables related to the position. Criterion variables included production figures and managerial ratings on advisor performance. Meaningful predictors for the success of financial advisors were found for personality, ability, biographical and sociographical variables, and the results confirmed the hypothesised competency model derived from a job analysis.<br>Industrial and Organisational Psychology<br>M. Com. (Industrial and Organisational Psychology)

碩士<br>中原大學<br>國際貿易研究所<br>97<br>In recent years, the society has changed a lot like the economic depression, unemployment rate increased, higher inflation, people’s livehood and the pain index have risen. In order to get the higher profits out of the bank deposits, people are more concerned about how to use the limited money for investment. The bank has continually introduced new financial products; investors’ demands for higher returns are growing strongly, and investment tools are also more diversified. The financial adviser is facing more and more customers’ demands.Questions raised like whether their personality trait, job characteristics or job satisfaction influence their performances? Therefore, this study discusses the relationships among financial advisersve personality trait, job characteristics and job satisfaction. The purposes of this study are: 1.investigating whether the financial adviser’s personality trait influence the job characteristics; 2.investigating whether the financial advisers’ job characteristics influence the job satisfaction; 3.investigating whether the financial adviser’s personality trait influence the job satisfaction; 4.investigating whether personal property variables influence the personality trait, job characteristics or job satisfaction. In this survey, 350 questionnaires were sent and 270 questionnaires were returned of those, 58 are invalid questionnaires, there were 212 valid questionnaires at all, which were used for statistical analysis. The paper uses an empirical analysis, which used SPSS for descriptive statistics, reliability analysis, factor analysis, correlation analysis and ANOVA.We find that, the personality trait affects job characteristics, job characteristics affects job satisfaction, personality trait affetc job satisfaction. For the bank,we suggest the questionnaires of personality and job satisfaction can be reference select the outstanding new members.The research findings are as follows: (1)Financial advisers’personality trait have significantly influence job characteristics. (2)Financial advisers’job characteristics have significantly influenced job satisfaction. (3)Financial advisers’personality trait have significantly influenced job satisfaction. (4)No significant difference has been found between demographic variables and personality trait,job characteristics and job satisfaction of Financial adviser.

碩士<br>銘傳大學<br>教育研究所碩士在職專班<br>93<br>The purposes of this study were to investigate the status quo of the emotional intelligence, job stress and coping strategies of public junior high school class-advisors in Taipei, to explore the differences of different class-advisors’ emotional intelligence, job stress, and coping strategies due to different backgrounds, and to examine the correlation among their emotional intelligence, job stress, and coping strategies, hoping to provide references for the educational administration authorities, teacher development and training centers, and class-advisors of public junior high schools. 512 class-advisors were randomly sampled from public junior high schools in Taipei city. The study did use not only questionnaire on the data analysis of quantitative research, but also the qualitative interviews for an added information to reinforce the research methods. The data of 512 valid and usable samples were analyzed by statistic methods of mean, standard deviation, t-test, Pearson product-moment correlation test , and stepwise regression. The major findings were as follows: 1. The class-advisors of the junior high schools in Taipei showed medium-to-high emotional intelligence. They got the highest score in “emotional perception” ability, but weakest in “emotional adaptation” ability. 2. The job stress for class-advisors of the junior high schools is medium-to-high. Among those five aspects of job stress, the sequential order from high to low is “administrative supporting”, “ working load”, “class management”, “teacher professional”, and “personal relations”. 3. The junior high school class-advisors’ overall coping strategies for job stress are medium to high level. Among those four aspects of coping strategies, the sequential order from high to low in terms of the frequency of use is “seeking for supporting” , “reasoning solving” , ”self-adaptation” , and “procrastinating avoidance”. 4. There were significant differences in class-advisor’ emotional intelligence and job stress on different genders. 5. There were significant positive correlations between the class-advisors’ emotional intelligence and coping strategies. The class-advisors’ who have higher emotional intelligence use more coping strategies to deal with their job stress. 6. There were significant positive correlations between the class-advisors’ emotional intelligence and job stress. The class-advisors who have higher emotional intelligence felt less job stress. 7. There were significant negative correlations between the class-advisors’ overall coping strategies and job stress. The class-advisors who used more frequency of coping strategies felt less job stress. 8. In different groups of emotional intelligence, statistically significant differences were found in the class-advisors’ overall coping strategies. High emotional intelligence group used coping strategies more frequently than other groups. But in different groups of coping strategies, no significant differences were found in the class-advisors’ overall job stress. 9. The ability of “emotional adaptation” was the most important to the predictability of class-advisors’ job stress, “emotional expression” and “emotional reasoning ” ability could efficiently predict class-advisors’ coping strategies, “procrastinating avoidance ”, “self-adaptation”, and “reasoning solving” could efficiently predict class-advisors’ job stress. In conclusion, the study finding were presented for the future reference of education authorities, teacher development and training centers, class-advisors of the junior high school, and future researchers.

碩士<br>國立臺北大學<br>企業管理學系<br>106<br>The purpose of the study is to examine the relationship among the psychological capital, reward system, organizational identification and job performance in Taiwanese wealth management banking industry. First, we purposed a research model and hypotheses based on literature review which was employing to clarify the theory concept and the association among research variables. Secondly, we got 341 valid samples from the conducting of a survey in the industry via internet. Confirmatory factor analysis (CFA) is adopted to examine the reliability and validity. The study uses PLS-SEM analysis to verify the hypotheses. The results showed that the psychological capital, reward system had different effects on organizational identification and job performance. Psychological capital positively influences organizational identification and job performance. Reward system positively affect organizational identification. The influence betwin organizational identification and job performance is nonsignificant. Psychological capital and reward system are not moderated by organizational identification. We suggested that banks should enhance relationship managers' psychological capital and develop well reward systems in order to deepen organizational identification and upgrade job performance. It is expected that this study could be as a referece to those banks when making wealth management business strategies. And it is suggested that banks should enhance relationship managers' psychological capital and develop well reward systems in order to deepen organizational identification and upgrade job performance.

碩士<br>國立彰化師範大學<br>教育研究所<br>92<br>A Study of Junior High School Class-advisors’ Job Stress And Adjustment Strategies in the Nine-Year Integrated Curriculum Implementation Graduate Student: Shoou-Chih Tzeng Advisor: Dr. Chung-Wen Chen Abstract The purposes of this study were to investigate the status quo of the job stress and adjustment strategies of public junior high school class-advisors in Taiwan in the nine year integrated curriculum implementation, to explore the differences of different class-advisors’ job stress and adjustment strategies due to different backgrounds, and to examine the correlation between their job stress and adjustment strategies, hoping to provided reference for the educational administration authorities and class-advisors of public junior high schools. The subject were 755 class-advisors selected from public junior high schools in Taipei county, Tao-yuan county, and Hsin-chu county. The instruments are the Junior High School Class-Advisors’ Work Situation Scale in the Nine-Year Integrated Curriculum Implementation, designed by the researcher. The statistics procedures used include mean, standard deviation, t-test, one-way ANOVA, and Pearson product-moment correlation test. The major findings were as follows: 1. The job stress for class-advisors of the junior high schools is medium. 2. Among those five dimensions of job stress, the sequential order from high to low is parent-teacher communication and peer relationship, curriculum content and curriculum implementation, teaching work and working load, administrative cooperation and personal relations, and curriculum design and technological use. 3. The junior high school class-advisors’ overall adjustment strategies for job stress are at the high intermediate level. 4. Among those four aspects of adjustment strategies, the sequential order from high to low in terms of the frequency of use is “reasoning thinking and problem —solving,” “facing the problem and self-adaptation,” ”seeking for assistance and others’ support,” and “procrastinating avoidance and negative adjustment.” 5. Among the different background variables, differences in 6 independent variables are statistically significant in the class-advisors’ job stress: namely, gender, marital relation, age, seniority, teaching subjects, and school size. Moreover, differences in 5 independent variables are also statistically significant in job stress adjustment, namely, gender, age, seniority, school size, and the regions in which the schools where these advisors work are located. 6. In different perceptions, statistically significant differences were found in the class-advisors’ overall job stress adjustment. Low-stress group uses facing the problem and self-adaptation strategy more frequently than the high-stress group. 7. There were significant correlations between the class-advisors’ self-awareness of job stress and their adjustment strategies. Among them, the stress dimension of administrative cooperation and personal relationship and the dimension of procrastinating avoidance and negative adjustment strategy are in positive correlation. The stress dimension of curriculum content and curriculum implementation and the dimension of reasoning thinking and problem-solving strategy are in positive correlation. There is also a positive correlation between the stress dimension of curriculum design and technological use and the procrastinating avoidance and negative adjustment strategy dimension, but there is a negative correlation between the stress dimension of curriculum design and technological use and the strategy dimension of reasoning thinking and problem-solving seeking assistance and others’ support, and facing the problem and self-adaptation. There is a positive significant correlation between the stress dimension of parent-teacher communication and peer relation and the strategy dimension of procrastinating avoidance and negative adjustment, but there is a negative relationship between the stress dimension of parent-teacher communication and peer relation and the strategy dimension of facing-the-problem and self-adaptation. Based upon the conclusions, this study provided some suggestions for educational administrators, school authorities and future study.

碩士<br>中國文化大學<br>企業實務管理數位碩士在職專班<br>104<br>This study is to explore the correlation between personality-traits and job performance of Financail Advisors in the Taiwanese banks . Literature references found that most studies support the certain influence of personality traits on job performance in different industries, but how does each personality influence job performance levels? This study intends to explore the correlation by analyzing personality of financial advisors as a major factor. This study works through structured questionnaires, in which the financial advisors in the Banking industry are research subjects, and have been issued questionnaires. As a result, there are 242 questionnaires acquired by the way of stratified sampling to obtain relevant data to be verified. According to the analyzed results, there is a highly positive correlation between job performance and prudentiality in personality traits. It comes to that the job performance of a financial advisor will be affected by how prudential he or she is. The more prudential a financial advisor is, the better his or her performance will be.

碩士<br>崇右影藝科技大學<br>經營管理系<br>107<br>This study would explore how domestic banks can be transferred from within banks to be willing to engage in the role of financial planners, and recruit experienced wealth management commissioners to increase the number of bank management specialists and the reference for selection, thereby enhancing bank income. The research method would adopt a questionnaire method to study the variables of the study through questionnaire analysis, including the degree of influence between personality traits and job performance variables and verify the hypotheses.Through explorative factor analysis (EFA) and statistics such as reliability analysis, validity and reliability of questionnaire were constructed and descriptive statistics, independent sample t-test, analysis of variance (ANOVA), Pearson correlation were incorporated to arrive at the research result. Conclusions of the study were summarized below: The conclusion of this study was that the financial management commissioner was 41 years old (inclusive) and reached significant level of the professional knowledge, salary system and total work performance of the financial management commissioner for 4-5 years and 6-10 years. For the total personality traits, the average salary source of the financial management commissioner was mainly fixed salary bonus, and the personality traits of the total assets of the account of more than 1.8 billion yuan were prudent. Based on the conclusions, this study proposes to establish a post-recruitment training system, encourage employee training and strengthen external professional curriculum training, allocate accounts and assets on average, set up different promotion systems for financial planners, establish methods for issuing bonuses, and establish wealth management methods.

碩士<br>國立中山大學<br>企業管理學系研究所<br>93<br>A Study on the relationships between financial advisors’ perceived quota difficulty, customer orientation, job satisfaction and turnover intention- Using Kaohsiung area wealth management banking sector as an example Abstract: In retrospect over the changes of past few decades, service industry has gradually become the largest industry in Taiwan and wealth management banking services has become the most desired financial services over the past few years. Despite that wealth management service has already been in existence in the western world for a long period of time, it is still in its infant stage for the domestic banking sector. In the face of fierce competition, gaining highest profit with lowest risk has been the objective of every bank in Taiwan. How to strengthen the service quality, enhance productivity and retain qualified financial advisor has been financial players’ utmost goal. Thus, this study aims to study the relationships between financial advisors’ perceived quota difficulty, customer orientation, job satisfaction and turnover intention. This research utilizes questionnaire study method and using SPSS for Windows as the tool to conduct statistical analysis, including reliability test, descriptive analysis, ANOVA test, correlation and regression analysis. The research findings are as follow: 1. There has been partial significant difference for individual variables’ with respect to their perceived quota difficulty, customer orientation, job satisfaction and turnover intention 2. There are significant negative correlations between financial advisors’ perceived quota difficulty and customer orientation as well as job satisfaction. 3. There are significant positive correlations between financial advisors’ perceived quota difficulty and turnover intention. 4. There are significant positive correlations between financial advisors’ customer orientation and job satisfaction. 5. There are significant negative correlations between financial advisors’ customer orientation and turnover intention. 6. There was no significant evidence of mediation for customer orientation with respect to perceived quota difficulty and job satisfaction. Given the research results, the financial institutions should seriously look into setting up a reasonable sales quota while simultaneously stress the importance of customer oriented service. The human resources department should establish a comprehensive and thorough benefit policy and training program to enhance employee job satisfaction and reduce turnover intention. On balance, customers and employees are the two most valuable assets for a firm. Only happy employees and excellent service quality can create utmost value and profit for a firm. Key words: wealth management, salespeople (financial advisor), perceived quota difficulty, customer orientation, job satisfaction, turnover intention.