Studies Of Cattell’s16Pf In Selecting The Outstanding Insurance Salesman’s Validity And In Testing The Job Performance Of Salesman’s Predictive Validity

Comparing to financial power and material resources,the human resources are the first resources. In recent years, the insurance business expand rapidly and the role in economical and society’s status is more and more important. Therefore, the insurance salesman are becoming more and more important. This study investigates some insurance company Shandong branch office’s insurance salesman.Study one mainly on the validity of16PF in selecting talented staff:firstly, we obtain the outstanding insurance salesman’s personality model by comparing the results of100outstanding insurance salesman with the national adult model. Secondly, exploring the validity of16PF in selecting talented staff by comparing those insurance salesman which pass16PF and which were not. Study two divided into two parts and it analyzes the predictive validity of16PF in testing the job performance of the insurance salesman by the quality and quantity. Questionnaires were used in part one. Collecting job performance evaluations of their superiors, the human resources department personnel and peers after the personality test to research the predictive validity of16PF after the test1-3years. The method of Interviews were adopted in part two. Selecting typical cases to know their personality traits, job performance and tell how their personality traits effect their job performance to analyzes the working ways in practical work which personality traits affect on job performance.The results show us:first of all, the appraisal of the direct superiors and the human resources department on experiment group is much higher than the control group in working total performance. Second,for the direct superiors’evaluation,factor C and Q3can predict the task performance of insurance salesman effectively; factor C can forecast job dedication effectively while factor A and X2can predict interpersonal facilitation effectively. Third,in the evaluation of the human resources department personnel, factor A can predict interpersonal facilitation effectively while factor N can forecast adapting performance effectively, forth, in the evaluation of the same level colleagues, factor A can predict the task performance of insurance salesman effectively, factor N can forecast job dedication effectively while factor C forecast interpersonal facilitation, adapting performance and totle performance effectively. Factor Q3can predict adapting performance effectively. fifth, predictive validity of16PF to adapting performance and interpersonal facilitation are higher while the predictive validity of the task performance and job dedication are lower. Sixth, present study’s case indicates the special characteristic in personality must in the concrete working conditions.