| Summary: | 碩士 === 國立臺北大學 === 企業管理學系 === 96 === The area of pharmacies in Taiwan has always been a fairly conservative sector; however, extensive discussion on studies on the correlation between motivation equality, work performance and intention to resign for sales person of drugs has always been lacking. Employee turnover has always been the most common problem in HR management, and since sales personnel are usually the most precious asset for enterprises, the high turnover rate of sales people would mean severe losses for any company. The immediate losses include costs of training for new personnel and losses of sales during the time period.
The goal of this research is to study the relationship of motivation equality, work satisfaction, work performance and intention to resign for sales persons of Western medicine in Taiwan in order to determine the correlation between these factors. Sales persons of Western medicine in Taiwan have been chosen as the subjects in this research to obtain input via survey in a convenience sampling model. Sales personnel from a total of 26 pharmaceutical companies participated in the survey; 8 companies are based in Europe/U.S.; 6 companies are agents of foreign products, 6 companies are based in Japan and the remaining 6 are local corporations in Taiwan. A total of 440 copies of questionnaires were distributed and 402 valid questionnaires were recovered. The recovery rate of valid samples is at 91.36%.
SPSS 14.0 statistics software has been used in this research for data analyses such as scale reliability analysis, descriptive statistics analysis, analysis of variance, Pearson correlation coefficient analysis and regression analysis.
The focus of this research is to determine the existence of any significant correlation and direct/indirect effects between motivation equality, work performance, work satisfaction and intention to resign for sales persons of Western medicine in Taiwan. If such a correlation indeed exists, this research is also designed to discover if it is positive or negative; namely, would fairer worker motivation lead to lower inclination to leave or higher work performance/satisfaction? Further more, this research is also an investigation of the indirect influence of factors such as work satisfaction and work performance on employees’ intention to resign from their job and to determine if a positive correlation exists between the two. This research should also help us to answer questions such as “would fairer worker motivation lead to higher work satisfaction and work performance?” and “would work satisfaction have an indirect impact on work performance” and reveal the nature of such correlation.
Results of the research indicated that motivation equality has significant positive correlation on work performance for the subjects. The same can also be said for the correlation between motivation equality and employees’ intention to leave. However, both pairs of motivation equality & work satisfaction and work satisfaction & work performance have shown considerable positive correlation and positive impact. If we recall the original hypothesis of this study, that employees of better work performance should be less inclined to leave, the results of the study turned out to be contradictory with the hypothesis. Results of the study showed that subjects demonstrated less inclination of leaving their jobs and higher work satisfaction with fairer worker motivation. Not only that, we can also conclude that higher work satisfaction would lead to better work performance.
It is also worth noting that in this study, subjects have shown higher level of awareness for work satisfaction, and the level of awareness for work satisfaction apparently has moderating effects on subjects’ work performance. Therefore it is recommended that researchers interested in the same subject matter may want to investigate the actual content and essence of work satisfaction for sales persons in this sector for an in-depth discussion.
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