理財專員知覺主管支持與工作績效關係之研究──以工作投入為中介變項

Supervisor Support and Job Performance of Financial Consultants: The Mediating Role of Job Involvement

在高度競爭的銀行業環境中，財富管理業務的成功高度依賴理財專員的工作績效。本研究基於工作要求資源理論模式中的動機增益路徑，探討主管支持對理財專員工作績效的影響，並驗證工作投入的中介效果。調查以台灣某銀行理財專員為對象進行問卷調查，回收211份有效樣本。結果顯示，主管支持對工作投入與工作績效均有正向影響，且工作投入在主管支持與工作績效間具有中介效果。主管支持作為核心工作資源，不僅緩解壓力，還能激發員工內在動機，提升工作投入與績效表現。本研究填補理財專員相關研究的缺口，並建議銀行業透過強化主管支持，提升員工投入，進而優化個人與組織績效。

In the highly competitive banking industry, the success of wealth management services heavily relies on the job performance of financial consultants. This study, based on the motivational gain pathway of the Job Demands-Resources (JD-R) model, examined the impact of supervisor support on the job performance of financial consultants and verified the mediating effect of job involvement. A survey was conducted targeting financial consultants at a bank in Taiwan, yielding 211 valid responses. The results indicated that supervisor support positively influenced both job involvement and job performance, with job involvement serving as a mediator between supervisor support and job performance. As a core job resource, supervisor support not only alleviated stress but also enhanced employees’intrinsic motivation, leading to improved job involvement and job performance. This study addressed a research gap concerning financial consultants and recommended that banks strengthen supervisor support to boost employee involvement, thereby optimizing individual and organizational performance.