本文關鍵詞： 心理資本 工作績效 房地產(chǎn)銷售人員 回歸分析　出處：《揚州大學》2017年碩士論文　論文類型：學位論文

【摘要】：房地產(chǎn)業(yè)是我國國民經(jīng)濟支柱性產(chǎn)業(yè)之一,房地產(chǎn)銷售環(huán)節(jié)是房地產(chǎn)公司盈利的主要來源。房地產(chǎn)銷售人員與客戶直接接觸,引導客戶消費,以實現(xiàn)銷售目標,在銷售過程中起著傳遞和溝通信息的重要作用。但隨著房地產(chǎn)銷售市場的競爭日益激烈和房地產(chǎn)相關限制性政策的出臺,房地產(chǎn)銷售人員所承受的心理壓力不斷增大,促使銷售人員積極心理狀態(tài)產(chǎn)生變化,這不僅影響著銷售人員的工作績效,也對公司盈利和未來發(fā)展產(chǎn)生影響。因此,研究房地產(chǎn)銷售人員心理資本對工作績效的影響具有一定的實踐意義。本文以房地產(chǎn)銷售人員為研究對象,從房地產(chǎn)銷售人員的工作特征和群體特點出發(fā),并在參考相關文獻的基礎上,將心理資本分為自我效能、希望、樂觀和韌性四個維度,工作績效分為任務績效、職務奉獻和人際促進三個維度。本文主要參考Luthans等人開發(fā)的心理資本問卷與Van Scotter和Motowidlo編制的工作績效問卷來測量房地產(chǎn)銷售人員的心理資本水平和工作績效水平。本文采用問卷調查法,此次問卷調查的范圍為揚州地區(qū)的各大售樓營銷中心。隨后,對收集到的有效數(shù)據(jù)進行描述性統(tǒng)計分析,對心理資本量表和工作績效量表進行信度與效度檢驗,對心理資本及其各維度分別與工作績效及其各維度進行相關性和回歸分析,得出研究結論。本文研究結果表明:第一,房地產(chǎn)銷售人員心理資本及其各維度與工作績效顯著正相關。第二,房地產(chǎn)銷售人員心理資本與任務績效顯著正相關,自我效能、樂觀和韌性維度對任務績效有積極影響作用,而希望維度對任務績效沒有顯著影響。第三,房地產(chǎn)銷售人員心理資本與職務奉獻顯著正相關,自我效能、樂觀和希望維度對職務奉獻有積極影響作用,而韌性維度對職務奉獻沒有顯著影響。第四,房地產(chǎn)銷售人員心理資本與人際促進顯著正相關,自我效能、樂觀和韌性維度對人際促進有積極影響作用,希望維度對人際促進沒有顯著影響。根據(jù)研究結果,為管理者從完善招聘體系和員工職業(yè)發(fā)展管理、科學績效管理和薪酬設計,培育和開發(fā)心理資本等方面提出相應的管理建議,以提高房地產(chǎn)銷售人員的工作績效,增強公司綜合競爭力。
[Abstract]:The real estate industry is one of the pillar industries of our national economy, the real estate sale link is the main source of the real estate company profit. The real estate salesperson directly contacts with the customer, guides the customer to consume, in order to realize the sale goal. In the process of sales, it plays an important role in transmitting and communicating information. However, with the increasingly fierce competition in the real estate sales market and the introduction of restrictive policies related to real estate. The psychological pressure of the real estate sales staff is increasing, which promotes the positive psychological state of the sales personnel to change, which not only affects the performance of the sales personnel. Therefore, it has certain practical significance to study the impact of psychological capital of real estate salespeople on job performance. This paper takes real estate sales personnel as the research object. Starting from the working characteristics and group characteristics of real estate salespeople and referring to relevant literature, psychological capital is divided into four dimensions: self-efficacy, hope, optimism and resilience, and job performance is divided into task performance. This paper refers to the psychological capital questionnaire and Van developed by Luthans et al. The job performance questionnaire compiled by Scotter and Motowidlo is used to measure the psychological capital level and job performance level of real estate salespeople. The scope of the questionnaire survey for the Yangzhou area of major sales and marketing centers. Then, the collection of effective data for descriptive statistical analysis, psychological capital scale and work performance scale for reliability and validity test. The correlation and regression analysis of psychological capital and its dimensions with job performance and its dimensions are carried out, and the conclusion is drawn. The results of this study are as follows: first. Psychological capital and its dimensions of real estate sales personnel and work performance significantly positive correlation. Second, real estate sales personnel psychological capital and task performance significantly positive correlation, self-efficacy. Optimistic and resilient dimensions have a positive impact on task performance, but hope dimension has no significant impact on task performance. Third, the psychological capital of real estate salespeople is significantly positively related to their job dedication, self-efficacy. The dimension of optimism and hope has a positive effect on job dedication, while the dimension of resilience has no significant impact on job dedication. 4th, the psychological capital of real estate salespeople is significantly positive correlation with interpersonal promotion, self-efficacy. Optimistic and resilient dimensions have a positive impact on interpersonal promotion, while hope dimensions have no significant impact on interpersonal promotion. According to the results of the study, managers should improve recruitment system and staff career development management. Scientific performance management and salary design, cultivation and development of psychological capital and other aspects of the corresponding management suggestions, in order to improve the performance of real estate salespeople and enhance the comprehensive competitiveness of the company.
【學位授予單位】：揚州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F299.233.4;F272.92
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本文編號：1450757