The Relationship Between Work Stress And Work Performance Of Salesman In Life Insurance Company

With the rapid development of the insurance industry,the insurance salesman team is growing stronger and stronger,the competition of the insurance industry is more and more fierce,the work pressure of the insurance salesman is increasing,what kind of influence will the work pressure have on the work performance?There fore,this paper studies the relationship between job stress and job performance;To explore the effect of different demographic variables on the working pressure,work performance,organizational support and competence of the insurance marketing staff;To understand the job pressure,job performance,organizational support and job competency of insurance marketers;To analyze the relationship among job pressure,job performance,organizational support and job competency of insurance marketers;To study the regulatory role of organizational support and the intermediary role ofjob competency.In this paper,453 insurance marketers of life insurance companies are investigated,and the relationship among job pressure,job performance,job competency and organizational support is discussed by using questionnaire method to collect data.Job stress indicators include role stress,interpersonal relationships,career development,family factors,and job itself;Job performance indicators include task performance,peripheral performancezjob competency indicators including professional and technical ability,risk control ability,coordination response ability;Organizational sense of support indicators include supporting work,caring for interests,and identifying values.The data were analyzed by factor analysis,correlation analysis and regression analysis with SPSS statistical software.The results showed that there was a negative correlation between job stress and job performance.Task performance was significantly correlated with role stress,job itself at 0.01 level,career development,family factor at 0.05 level,with correlation coefficients of-0.204,-0.244,-0.213,-0.224,respectively.It is not related to interpersonal relationship;Peripheral performance was significantly correlated with career development,role stress,interpersonal relationship,and job itself at 0.01 level.The correlation coefficients were-0.281,-0.27,-0.296,-0.269,respectively,and had no correlation with family factors.Job competency plays an intermediary role in the impact of job stress on job performance Job competency plays a complete intermediary role in the relationship between role pressure,job itself,career development,and task performance,and partly in interpersonal relationships,family factors and task performance,in role pressure,job itself,Career development,interpersonal relationships,family factors and peripheral performance play a part of the intermediary role.Organizational support plays an important role in the influence of job stress on job performance.Supporting work plays a positive role in the relationship between interpersonal relationships,job itself and job performance,negative regulation in the relationship between role stress and job performance,and lack of regulation in the relationship between family factors,career development and job performance.Identity value plays a positive role in the relationship between interpersonal relationship,job itself and job performance,negative regulation in the relationship between role pressure and job performance,and it does not play a regulatory role in the relationship between family factors,career development and job performance,Concern for interests does not regulate the relationship between job stress and job performance.This paper consists of six chapters,the first chapteris introduction,which mainly clarifies the research background,research significance,research methods,research ideas;The second chapter is the theoretical basis and literature review,mainly on the work pressure,job performance,organizational support,job competency and other related theories,and domestic and foreign work stress related literature.The third chapter mainly includes the definition of related indicators,job pressure,job performance,job competency,organizational support and the relationship between the analysis,put forward the relevant research assumptions;The fourth chapter of empirical analysis,including pre-investigation,questionnaire design,questionnaire distribution and collection,descriptive analysis of data,correlation analysis,regression analysis and so on,to explore the relationship between the variables;In the fifth chapter,according to the results of empirical analysis,the main research conclusions are summarized and management suggestions are put forward.The sixth chapter is lack of research and prospect,including the lack of research in this paper and the prospect of future research.