第五章 結論與建議
第二節 研究限制與建議
第二節 研究限制與建議 一、 研究限制
(一)問卷發放的限制
本研究因問卷發放的方式是採不同時間點進行,共分為三階段,又是針對該 壽險公司的新進人員,聯絡上新進業務員多願意配合,直屬主管卻會質疑是否同 業意欲挖角或對新進業務員的資料外洩問題等等,在發放問卷時多有阻擾。
採三階段發放問卷,除了考慮願意填答配合至三階段問卷的發放完畢,若是 中途施測對象因為某些因素並不願意或離職無法回寄問卷,該問卷只能當作無效 問卷處理。增加問卷收集困難度。尚有問卷發放於中、北部時是採用郵寄,有可 能過程中會造成遺失等等。
問卷內容敏感,新進業務員是否有離職傾向、對於公司的各項支援、同事之 間的相處、直屬主管的協助等等多有涉及。可能會造成新進業務員是否有將真正 的想法表達出來。
問卷三階段必頇為同一施測對象所寫,故有回收問卷有三次問卷非同一人填 答的疑慮產生,本研究透過電話聯絡至所屬單位或各施測對象所留手機,確認是 否為同一位施測對象,信封加註編碼以便問卷三階段的配對,盡最大努力去解決 此疑慮。
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(二)抽樣的限制
本研究在時間、經費、人力等等限制下,僅以 C 人壽保險公司新進壽險業 務員做為施測對象。除了南部地區問卷較容易發送外,其他地區頇仰賴郵寄問卷 的方式進行,抽樣結果會造成南部地區的問卷回收較多,因此樣本較不足以代表 台灣地區所有的壽險公司新進業務員之全體。
問卷的填答對象為 C 人壽的新進業務員,三階段的問卷只要有漏掉其中一 階段未填答,本研究尌會將該樣本剔除。加上個資法的通過,造成聯絡上的困難,
在這種種限制下,可以使用的樣本數少。此兩點為本研究在抽樣方陎的限制。
二、 後續研究建議
(一)針對不同業務工作、壽險在職人員
本研究是以壽險業新進業務員為對象,對於已從事一段時間的壽險業務人員,
後續研究者可以針對不同族群(例如:資深、績優等等不同類型壽險業務員),了 解壽險業務員的留職意願是否與所屬壽險公司所投入的在職訓練有滿足其需求 來探討。
此外,不同性質且具有高流動率的業務員也可以作為後續研究者的研究方向。
例如:房仲業、汽車銷售業,再增加研究的樣本數與拉長時間施測,看看是否會 有所差異,提供更多企業管理者參考。
(二)以其他變數探討
本研究使用了教育訓練、心理契約滿足、留職意願、網絡能力、組織自尊五 個變數做為探討的因素,依據自身從事壽險業務工作瞭解,壽險公司在招募新進 業務員時,可以多重視業務員環境背景、所屬壽險公司職場氣氛營造、主管與部 屬之間的相處關係等等來探討非物質上的滿足,讓績效、報償至上的業務工作除 了物質外,另一個思考壽險業務員是否願意留職的原因。
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