台灣壽險產業工作者主動性人格與幸福感之關係研究：以工作熱情為中介變項

The study on relationships among proactive personality and well-being for workers of Taiwan Life Insurance Business: work passion as mediator

人力資源管理的議題在台灣壽險產業已是不容忽視，所有壽險業務的擴張皆須仰賴專業人力的協助，故理解其心理機制是關鍵所在。故本研究目的旨在瞭解在壽險產業業務人員主動性人格、工作熱情與幸福感之關係。研究方法偏屬量化的典範，採用結構化問卷進行調查，以驗證性因素分析與結構方程模式檢驗建構效度與實證各項研究假設。研究結果發現台灣壽險產業工作者之主動性人格對工作熱情、幸福感具有正向顯著之影響，工作熱情對幸福感亦有正向顯著之解釋力。其中在整體結構模式中，工作熱情在主要關係之間扮演了中介的角色。本研究貢獻在於探討台灣壽險產業工作者之主動性人格與幸福感之關聯性，初步瞭解此從業人員對於自身專業的的認知與態度，亦建構理論模式探求心理層面如何以工作熱情達到幸福感之機制，對於壽險產業的人力管理可提升品質，對於未來的訓練與發展有所啟發，期使保險教育與工作者產生正面意義。 The human resources management of the business personnel in the life insurance industry can be said to be the key, because the promotion and expansion of the life insurance industry depends on the quality and efforts of the business personnel. Understanding the psychological internal mechanism is a key issue. Therefore, the purpose of this study is to understand the relationship between active personality, work enthusiasm and happiness in the life insurance industry. The research method is a model of quantification. The structured questionnaire is used to investigate. The constructive validity and empirical hypothesis are tested by confirmatory factor analysis (CFA) and structural equation modeling (SEM). The study found that the initiative personality of Taiwan life insurance industry workers has a positive and significant impact on work enthusiasm and happiness, and work enthusiasm has a positive and significant explanatory power for happiness. Among them, in the overall structure model, work enthusiasm plays an intermediary role between the main relationships. The contribution of this research is to explore the relationship between the initiative personality and happiness of Taiwan life insurance industry workers, to understand the practitioners' perceptions and attitudes towards their own professions, and to construct a theoretical model to explore how the psychological level can achieve happiness with work enthusiasm. The mechanism can be used as a reference direction for human resources training and development, as well as the decision-making basis for the recruitment and hiring of human resources in Taiwan's life insurance industry. The research conclusions and recommendations point to further research directions and methods to explore Taiwan's future life insurance industry talents in Taiwan. The positive behavior of nurturing and retaining can have positive implications for insurance education and workers.