| Summary: | 碩士 === 國立勤益科技大學 === 流通管理系 === 98 === Home delivery has always been one of the most competitive branches in the circulation service industry. In this competitive market home delivery is forced to find its own way to survive. In recent years, many traditional freight transport companies gradually get rid of the remaining negative impression in customers’ mind through the organizational reform. They have created miracles during the delivery process such as collection payment, card services, and reverse logistics recovery service, etc.
Trying to enhance the competitiveness, each company keeps coming up with new strategies to cope with the needs of market. Yet the home delivery industry belongs to the physical channel industry, which requires human resources to accomplish the delivery process. This factor brings us to the following questions: What kind of person suits this job the best? What kind of training design principles should home delivery companies provide? Whether employees in different ranks support each other when something goes wrong during the realization of the training background? There is also the question whether these factors we have just mentioned relatively enhance the work efficiency of the employees, etc. All these issues are testing the home delivery companies to see whether they are able to make up their mind to practice internal reorganization and distinguish the market to increase the degree of customer loyalty.
In view of these, this research used the leader of the home delivery industry, President Transnet Corp., as subject, trying to evidence the above three factors influence job performance on the delivery industry practitioners, and trying to discuss while two factors will produce interference about personality traits and population groups. Findings of the study indicate:
1.In terms of training program design, the higher the level of identical elements, stimulus generalization and self-management strategy implementation, the higher the work efficiency will be.
2.The support of employers and coworkers (two subtypes of social support) will have positive influence on work efficiency.
3.Personality is not one of the factors that affect work efficiency.
4.The overall results indicate that the personality factor will not have notable effect on the social support of coworkers.
5.Basically the difference of demographic variable would affect the work efficiency considering the identical elements and the stimulus generalization in the design of training programs, and the social support of coworkers.
The results of this research can help the human resource and the training departments of home delivery companies with comprehensive career path planning, in order to enhance the work performance of employees and the efficiency of the entire home delivery industry, and offer the customers more expedient and convenient home delivery services.
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