保险业销售人员适应性绩效结构的分析
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摘要
适应性绩效作为工作绩效结构中发展出的一个新维度,它对于个体总绩效具有一定的影响作用。本文通过对国内保险业销售人员适应性绩效的问卷调查,结合理论分析和实证研究,探索出适合于保险业销售人员的适应性绩效结构,并通过探索出的适应性绩效结构,为组织的各项管理活动提供建议。
本文的研究内容分为两部分。第一部分是理论研究。通过阅读国内外大量文献和对适应性绩效各方面内容进行综合分析的基础上,提出在该领域中仍需要进一步研究的问题,形成本文的研究思路。第二部分是实证分析。首先,通过对保险业销售人员及其主管的访谈形成包含40条题目的适应性绩效调查问卷,然后进行第一次问卷调查,将搜集到的数据进行项目分析,以形成正式测试问卷。接着对正式测试问卷进行第二次调查,将调查数据用于效度分析和信度分析。通过效度分析探索出的适应性绩效量表包含五个主成分,这些成分能解释总方差的64.222%,同时探索出的适应性绩效量表的信度也达到了0.915。通过形成的适应性绩效量表,确定出销售人员适应性绩效的结构,并给每个维度进行命名和说明。为了明确探索出的适应性绩效结构是否能普遍适用于其他样本,最后还进行了验证性因素分析,将其与适应性绩效四维度结构和一维度结构相比较,得出适应性绩效五维度结构的拟合度最好。
本文研究结果表明：保险业销售人员适应性绩效结构包含了五个维度,它们分别是：学习与创新适应性绩效、应急适应性绩效、文化与人际适应性绩效、不确定性适应绩效和压力适应性绩效。
Adaptive performance is a new dimension of the performance, which has a certain influence on the personal total performance. This paper applies the questionnaire to investigate salemen's adaptive performance, explores the salemen's adaptive performance structure on the basis of theoretical analysis and data analysis, and then we can supply some advices for management in company.
This paper contains two parts. The first part is the theoretical analysis. we summarize the related contents about adaptive performance throught reading a lot of literatures. On the basis of this, we can put forward the research questiones. The second part is the data analysis. The first, we will make a questionnaire that has forty items by interviewing with the salesmen and their executive officers, and then proceeed to the first survery. By project analysis, we can form a formal questionnaire. Secondly, we will conduct the second questionnaire survey, and analyze the data by validity analysis and reliability analysis. The final adaptive performance scale contains five factors which can explain the total variance about 64.222%, and its reliability coefficient reaches 0.915. Thirdly, we will explore the salemen's adaptive performance structure, denominate and explain each dimesions of adaptive performance. Finally, in order to confirm the five dimensions of the adaptive performance structure, we conduct the confirmatory factor analysis. The index demonstrate that the five dimensions of the adaptive performance structure is the best.
The conclusion of the paper shows that the adaptive performance structure has five dimensions:learning and creativity adaptive performance, emergency adaptive performance, culture and interpersonal relationship adaptive performance, uncertainty adaptive performace and stress adaptive performance.
本文的研究内容分为两部分。第一部分是理论研究。通过阅读国内外大量文献和对适应性绩效各方面内容进行综合分析的基础上,提出在该领域中仍需要进一步研究的问题,形成本文的研究思路。第二部分是实证分析。首先,通过对保险业销售人员及其主管的访谈形成包含40条题目的适应性绩效调查问卷,然后进行第一次问卷调查,将搜集到的数据进行项目分析,以形成正式测试问卷。接着对正式测试问卷进行第二次调查,将调查数据用于效度分析和信度分析。通过效度分析探索出的适应性绩效量表包含五个主成分,这些成分能解释总方差的64.222%,同时探索出的适应性绩效量表的信度也达到了0.915。通过形成的适应性绩效量表,确定出销售人员适应性绩效的结构,并给每个维度进行命名和说明。为了明确探索出的适应性绩效结构是否能普遍适用于其他样本,最后还进行了验证性因素分析,将其与适应性绩效四维度结构和一维度结构相比较,得出适应性绩效五维度结构的拟合度最好。
本文研究结果表明：保险业销售人员适应性绩效结构包含了五个维度,它们分别是：学习与创新适应性绩效、应急适应性绩效、文化与人际适应性绩效、不确定性适应绩效和压力适应性绩效。
Adaptive performance is a new dimension of the performance, which has a certain influence on the personal total performance. This paper applies the questionnaire to investigate salemen's adaptive performance, explores the salemen's adaptive performance structure on the basis of theoretical analysis and data analysis, and then we can supply some advices for management in company.
This paper contains two parts. The first part is the theoretical analysis. we summarize the related contents about adaptive performance throught reading a lot of literatures. On the basis of this, we can put forward the research questiones. The second part is the data analysis. The first, we will make a questionnaire that has forty items by interviewing with the salesmen and their executive officers, and then proceeed to the first survery. By project analysis, we can form a formal questionnaire. Secondly, we will conduct the second questionnaire survey, and analyze the data by validity analysis and reliability analysis. The final adaptive performance scale contains five factors which can explain the total variance about 64.222%, and its reliability coefficient reaches 0.915. Thirdly, we will explore the salemen's adaptive performance structure, denominate and explain each dimesions of adaptive performance. Finally, in order to confirm the five dimensions of the adaptive performance structure, we conduct the confirmatory factor analysis. The index demonstrate that the five dimensions of the adaptive performance structure is the best.
The conclusion of the paper shows that the adaptive performance structure has five dimensions:learning and creativity adaptive performance, emergency adaptive performance, culture and interpersonal relationship adaptive performance, uncertainty adaptive performace and stress adaptive performance.
引文
[1]Elaine D. Pulakos, Sharon Arad, Michelle A. Donovan, Kevin E. Plamondon. Adaptability in the workplace:Development of a taxonomy of adaptive performance[J]. American Psychological Association,2000,4:612-624
[2]Campbell, J. P., McCloy, R.A., Oppler, S.H.,&Sager, C.E.. A theory of performance[M]. San Francisco:Jossey-Bass,1993
[3]Murphy, P.R., & Jackson, S.E. Managing work role performance:challenges for twenty-first century organizations and their employees[M]. San Francisco:Jossey-Bass, 1999
[4]LondonmM., & Mone, E.M.. Continuous Learing. The changing nature of performance: Implications for staffing, motivation, and development[M]. San Francisco:Jossey-Bass, 1999
[5]Elizabeth Allworth & Beryl Hesketh. Const ruct-oriented Biodata:Capturing change-related and contextually relevant future performance[J]. International Journal of Selection and Assessment.1999,7 (2):97-111.
[6]Elaine D. Pulakos, Sharon Arad, Michelle A., Donovan, Kevin E.Plamondon.. Adaptability in the workplace:Development of a taxonomy of adaptive performance[J]. American Psychological Association,2000,4:612-624
[7]Johnson, J. W.. Adaptive skills and adaptive performance:Today's organizational reality[M]. New York:Symposium conducted at the 22nd Annual Conference of the Society for Industrial and Organizational Psychology,2007
[8]冯明,纪晓丽,尹明鑫.制造业管理者元胜任力与行业胜任力和绩效之间关系的实证研究[J].中国软科学,2007,10：126-135
[9]李维,候光明.软件销售人员自我职业生涯管理与三维绩效的实证研究[J].中国市场,2008,14：98-100
[10]冯明,申俊涛,李学民.员工工作价值与绩效结构关系的实证研究[J].第三届中国管理学年会论文集,2008,12：2723-2734
[11]McGill A R, Johnson M D, Bantel K A. Cognitive complexity and conformity:The effects on performance in a turbulent environment[J]. Academy of Management Proceedings,1993,5 (2):379-383.
[12]Allworth, E., & Hesketh B.. Adaptive performance:updating the criterion to cope with change[J]. Paper presented at the 2nd Australian Industrial and Organizational Psychology Conference,1997
[13]Hesketh B, Griffin B.. Adaptable Behaviors for SuccessfulWork and Career Adjustment[J]. Australian Journal of Psychology,2003,55 (2):65-73
[14]Hatano, G. & Inagaki, K.. Two courses of expertise, Child development and education in Japan[M]. New York:W. H. Freeman,1986,6:262-272
[15]Holyoak, K.J. Toward a general theory of expertise [J]. England:Cambridge University Press,1991,3:301-335
[16]Ashford, S. J.. Feedback-seeking in individual adaptation:A resource perspective[J]. Academy of Management Journal,1986,29:456-487
[17]Hoover, S. M, & Feldhusen, J. F.. The scientific hypothesis formulation of ability of gifted ninth grade students[J]. Journal of Educational Psychology,1990,82:838-848
[18]Owens, W. A.. Congnitive, noncognitive, and environmental correlates of mechanical ingenuity[J]. Journal of Applied Psychology,1969,53:199-288
[19]Hesketh, B., & Neal, A.. Technology and performance, the changing nature of performance:Implications for staffing, motivation, and development[M]. San Francisco: Jossey-Bass,1999
[20]Ackerman, P. L.. Determinants of individual differences during skill acquisition: Cognitive abilities and information processing[J]. Journal of Applied Psychology,1998, 117:288-318
[21]Fleishman, J.A. Fleishman job Ananlysis survey (F-JAS) [J]. CA:Consulting Psychologists Press,1992,23:374-381
[22]Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J,& Gardner, P. D.. Organizational socialization:Its contene and consequences[J]. Journal of Applied Psychology,1994,79: 130-143
[23]Edwards, J. E., & Morrison, R. F.. Selecting and classifying future nabal officers:The paradox of greater specialization in broader areas[J]. NJ:Erlbaum,1994,7:69-84
[24]王静,焦丽莉.浅议适应性绩效[J].内蒙古科技与经济,2007,4：140-142
[25]陶祁,王重鸣.管理培训背景下适应性绩效的结构分析[J].心理科学,2006,29(3)：614-617
[26]王胜桥.中国情景下适应性绩效构思研究[J].商业研究,2006,341：124-126
[27]张敏.适应性绩效：教师绩效结构的新发展[J].高等工程教育研究,2007,2：103-106
[28]Elaine D. Pulakos, Neal Schmitt, David W. Dorsey, Sharon Arad, Jerry W. Hedge, and Walter C. Borman. Predicting Adaptive Performance:Further Tests of a Model of Adaptability[J]. Human Performance,2000,15(4):299-322
[29]Young H T. Multilevel App roach to Individual and Team Adap tive Performance[J]. http://search. epnet. Com.2005,3
[30]Gilad Chen, Brian Thomas J.Craig Wallace. A examination of the relationships among training outcomes、 mediating regulatory processes and adaptive pefformance[J]. American psychological association,2005,5:827-841
[31]Morgan, N. A., Zou, S. M., Vorhies, D. W., & Katsikeas, C. S.. Experiential and informational knowledge, architectural marketing capabilities, and the adaptive performance of export ventures:a cross-national study[J]. Decision Sciences,2003,34: 287-321
[32]Griffin, B., Hesketh, B., & Parker S. K.. A new model of work role performance: positive behavior in uncertain and interdependent context[J]. Academy of Management Journal,2007,50:327-347
[33]温志毅.工作绩效的四因素结构模型[J].首都师范大学学报(社会科学版),2005,5：105-111
[34]樊睿萍.浅谈企业销售人员的绩效考核[J].山西焦煤科技,2004,1：26-28
[35]张宏岩.谈公司销售人员绩效指标的设计[J].辽宁师专学报,2007,4：12-13
[36]方旭腾.如何科学有效的进行销售人员绩效考核[J].Strait Pharmaceutical Journal, 2007,43:161-162
[37]田红保,陈龙乾,陈方全.房地产销售人员绩效考核指标和方法研究[J].1994-2009 China Academic Journal Electronic Publishing House,2008,10
[38]邓正平,刘杰.企业销售人员绩效评价体系设计[J].探索经济论坛,2005,4：81-84
[39]Borman W C, Molowidlo S J. Expanding the Criterion Domain toInclude Elements of Contextual Performance[M]. San Francisco:Jossey Bass,1993
[40]恽辉.销售人员考核的8大软性绩效[J].企业管理,2008,13：47-59
[41]范津砚,叶斌,章震宇,刘宝霞.探索性因素分析最近10年的评述[J].心理科学进展,2003,11：579-58
[42]卢谢峰.验证性因素分析在问卷编制中的应用研究[J].理论与技术,2008,11：8-12
[44]罗应婷,杨钰娟.SPSS统计分析：从基础到实践[M].北京：电子工业大学出版社,2007
[44]卢纹岱.SPSS for windows统计分析(第3版)[M].北京：电子工业大学出版社,2006
[45]杜志渊.常用统计分析方法：SPSS应用[M].济南：山东人民出版社,2006
[46]吴明隆.SPSS统计应用实务：问卷分析与应用统计[M].北京：科学出版社,2003
[2]Campbell, J. P., McCloy, R.A., Oppler, S.H.,&Sager, C.E.. A theory of performance[M]. San Francisco:Jossey-Bass,1993
[3]Murphy, P.R., & Jackson, S.E. Managing work role performance:challenges for twenty-first century organizations and their employees[M]. San Francisco:Jossey-Bass, 1999
[4]LondonmM., & Mone, E.M.. Continuous Learing. The changing nature of performance: Implications for staffing, motivation, and development[M]. San Francisco:Jossey-Bass, 1999
[5]Elizabeth Allworth & Beryl Hesketh. Const ruct-oriented Biodata:Capturing change-related and contextually relevant future performance[J]. International Journal of Selection and Assessment.1999,7 (2):97-111.
[6]Elaine D. Pulakos, Sharon Arad, Michelle A., Donovan, Kevin E.Plamondon.. Adaptability in the workplace:Development of a taxonomy of adaptive performance[J]. American Psychological Association,2000,4:612-624
[7]Johnson, J. W.. Adaptive skills and adaptive performance:Today's organizational reality[M]. New York:Symposium conducted at the 22nd Annual Conference of the Society for Industrial and Organizational Psychology,2007
[8]冯明,纪晓丽,尹明鑫.制造业管理者元胜任力与行业胜任力和绩效之间关系的实证研究[J].中国软科学,2007,10：126-135
[9]李维,候光明.软件销售人员自我职业生涯管理与三维绩效的实证研究[J].中国市场,2008,14：98-100
[10]冯明,申俊涛,李学民.员工工作价值与绩效结构关系的实证研究[J].第三届中国管理学年会论文集,2008,12：2723-2734
[11]McGill A R, Johnson M D, Bantel K A. Cognitive complexity and conformity:The effects on performance in a turbulent environment[J]. Academy of Management Proceedings,1993,5 (2):379-383.
[12]Allworth, E., & Hesketh B.. Adaptive performance:updating the criterion to cope with change[J]. Paper presented at the 2nd Australian Industrial and Organizational Psychology Conference,1997
[13]Hesketh B, Griffin B.. Adaptable Behaviors for SuccessfulWork and Career Adjustment[J]. Australian Journal of Psychology,2003,55 (2):65-73
[14]Hatano, G. & Inagaki, K.. Two courses of expertise, Child development and education in Japan[M]. New York:W. H. Freeman,1986,6:262-272
[15]Holyoak, K.J. Toward a general theory of expertise [J]. England:Cambridge University Press,1991,3:301-335
[16]Ashford, S. J.. Feedback-seeking in individual adaptation:A resource perspective[J]. Academy of Management Journal,1986,29:456-487
[17]Hoover, S. M, & Feldhusen, J. F.. The scientific hypothesis formulation of ability of gifted ninth grade students[J]. Journal of Educational Psychology,1990,82:838-848
[18]Owens, W. A.. Congnitive, noncognitive, and environmental correlates of mechanical ingenuity[J]. Journal of Applied Psychology,1969,53:199-288
[19]Hesketh, B., & Neal, A.. Technology and performance, the changing nature of performance:Implications for staffing, motivation, and development[M]. San Francisco: Jossey-Bass,1999
[20]Ackerman, P. L.. Determinants of individual differences during skill acquisition: Cognitive abilities and information processing[J]. Journal of Applied Psychology,1998, 117:288-318
[21]Fleishman, J.A. Fleishman job Ananlysis survey (F-JAS) [J]. CA:Consulting Psychologists Press,1992,23:374-381
[22]Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J,& Gardner, P. D.. Organizational socialization:Its contene and consequences[J]. Journal of Applied Psychology,1994,79: 130-143
[23]Edwards, J. E., & Morrison, R. F.. Selecting and classifying future nabal officers:The paradox of greater specialization in broader areas[J]. NJ:Erlbaum,1994,7:69-84
[24]王静,焦丽莉.浅议适应性绩效[J].内蒙古科技与经济,2007,4：140-142
[25]陶祁,王重鸣.管理培训背景下适应性绩效的结构分析[J].心理科学,2006,29(3)：614-617
[26]王胜桥.中国情景下适应性绩效构思研究[J].商业研究,2006,341：124-126
[27]张敏.适应性绩效：教师绩效结构的新发展[J].高等工程教育研究,2007,2：103-106
[28]Elaine D. Pulakos, Neal Schmitt, David W. Dorsey, Sharon Arad, Jerry W. Hedge, and Walter C. Borman. Predicting Adaptive Performance:Further Tests of a Model of Adaptability[J]. Human Performance,2000,15(4):299-322
[29]Young H T. Multilevel App roach to Individual and Team Adap tive Performance[J]. http://search. epnet. Com.2005,3
[30]Gilad Chen, Brian Thomas J.Craig Wallace. A examination of the relationships among training outcomes、 mediating regulatory processes and adaptive pefformance[J]. American psychological association,2005,5:827-841
[31]Morgan, N. A., Zou, S. M., Vorhies, D. W., & Katsikeas, C. S.. Experiential and informational knowledge, architectural marketing capabilities, and the adaptive performance of export ventures:a cross-national study[J]. Decision Sciences,2003,34: 287-321
[32]Griffin, B., Hesketh, B., & Parker S. K.. A new model of work role performance: positive behavior in uncertain and interdependent context[J]. Academy of Management Journal,2007,50:327-347
[33]温志毅.工作绩效的四因素结构模型[J].首都师范大学学报(社会科学版),2005,5：105-111
[34]樊睿萍.浅谈企业销售人员的绩效考核[J].山西焦煤科技,2004,1：26-28
[35]张宏岩.谈公司销售人员绩效指标的设计[J].辽宁师专学报,2007,4：12-13
[36]方旭腾.如何科学有效的进行销售人员绩效考核[J].Strait Pharmaceutical Journal, 2007,43:161-162
[37]田红保,陈龙乾,陈方全.房地产销售人员绩效考核指标和方法研究[J].1994-2009 China Academic Journal Electronic Publishing House,2008,10
[38]邓正平,刘杰.企业销售人员绩效评价体系设计[J].探索经济论坛,2005,4：81-84
[39]Borman W C, Molowidlo S J. Expanding the Criterion Domain toInclude Elements of Contextual Performance[M]. San Francisco:Jossey Bass,1993
[40]恽辉.销售人员考核的8大软性绩效[J].企业管理,2008,13：47-59
[41]范津砚,叶斌,章震宇,刘宝霞.探索性因素分析最近10年的评述[J].心理科学进展,2003,11：579-58
[42]卢谢峰.验证性因素分析在问卷编制中的应用研究[J].理论与技术,2008,11：8-12
[44]罗应婷,杨钰娟.SPSS统计分析：从基础到实践[M].北京：电子工业大学出版社,2007
[44]卢纹岱.SPSS for windows统计分析(第3版)[M].北京：电子工业大学出版社,2006
[45]杜志渊.常用统计分析方法：SPSS应用[M].济南：山东人民出版社,2006
[46]吴明隆.SPSS统计应用实务：问卷分析与应用统计[M].北京：科学出版社,2003