Psychological Characteristics And Incentive Systems In The Chinese Life Insurance Marketing Personnel Recommendations

This research tends to analyze agents' personalities, job satisfaction, personal needs, leadership and encouragement in life insurance companies. I hope that this search could provide some evaluation standards for agents' encouragement. I chose 146 agents as samples, 6 of them received deep interview, and others filled in questionnaires. The conclusions are as following:1. Put forward 8 hypotheses from deep interview.2. Test these hypotheses through SPSS:(1) Prove the hypothesis that agents have high openness, extraversion and agreeableness through statistics.(2) Test the hypothesis that agents have more needs in hygiene factors through T test.(3) Analyze the factors which include sex, age, education, work years through ONE-WAY ANOVA, which shows that these factors have no clear relationship between motivation and needs.Through the regression analysis, we can draw the conclusion that employee satisfaction is negative-related to education level, but significantly positive-related to transactional leader. Meanwhile employee satisfaction is negative-related to transformational leaders (but not significantly), which proves that our hypothesis is not true. The length of working is significantly negative-related to material incentive and significantly positive-related to employee's conscientiousness, which is one lens of FFM. But the data shows there is no significant relation between employee satisfaction and other four lens of FFM. Hygiene Factor has no relationship with personality. Motivation Factor is positive-related to employee conscientiousness and agreeableness . Hygiene Factor has no significant relationship with material encouragement. But motivation factor is significantly positive-related to spirit encouragement.The conclusion shows following suggestions: life insurance company should focus on inner motivation when it builds its agent's motivation system, should pay attention harmony between organization and individual, should design dynamic motivation, also should notice the combination of long-term and short term encouragement.. I hope this research can provide some tips for agents' management in life insurance companies.