本文主要研究目的是以某壽險公司為研究個案，探討壽險業務員以職業適性傾向與職業性向的甄選工具與對未來工作績效表現的預測能力，壽險事業的成功關鍵，在於是否能夠善用人力資源。目前多家壽險公司針對新進壽險業務員因應市場環境變化與需要，而成立訓練培育專案，投注大量的成本對新進壽險業務員施予三到六個月甚至長達一年不等的專業訓練，故希望運用良好的甄選工具遴選出適當的人選，適任的人員將能在壽險事業中創造優異的績效，但引進不適任的人員所造成徒增的培訓成本，績效不彰且留存率低。 本研究的資料處理程序為先收集有關職業適性傾向及職業性向的相關文獻並予以研究探討，以個案公司招募遴選發展的職業適性傾向性向測驗量表為研究工具，並評估壽險業務員適當的績效評估模式，其次積極聯絡和收集個案公司對新進業務員量表測驗分數與工作績效數據，共整理出有效的1460筆資料。在研究分析方面，進行量表信度分析、量表效度分析，人口統計變項分析與業務員工作績效統計分析，本研究分別使用單因子變異數分析與獨立樣本T檢定來做人口統計變項與量表測驗所測得的分數之差異化分析，量表測驗分數與壽險業務員工作績效之相關性分析，本研究採用全部帶入法迴歸分析，量表測驗分數對員工工作績效是否具有解釋變異能力及對工作績效的預測能力。 結論：職業適性傾向性向測驗分數對壽險業務員工作績效確有顯著水準的正相關，職業適性傾向性向測驗人際和銷售整體分數與工作績效（招攬之首年度保費、招攬之首年度業務津貼、招攬之首年度件數）的解釋變異量分別為22.7%、18.3%、13.8%。 Life insurance is people business. The key factor to success of a company is the performance of its manpower. Many life insurance companies nowadays are recruiting new agents and devoting ample efforts to implement the Agents Developing Programs for the sake of accommodating themselves to the trend of the time. Insurance companies also apply useful selection tools to guide them for the proper identification of talented agents. Successful agent selection program ensures productive and satisfying accomplishments of the company as well as its agents, but their training cost is highly expensive and could lead to low lapsed-rate or wastage. The present study started off with a literature review of the field of occupational preference and vocational aptitudes in order to develop effective tools for the selection of insurance agents as well as confirming the prediction of their job performance in the insurance company. A single company case was adopted. Through SPSS statistical analyses, the author collected common research variables through correlational, factor and regression analyses, established the internal consistency reliabilities the instruments as well as the predictive validity of the certain aptitudes and preferences in the various scales used. The latter findings identified significant predictors of agents’ successes in work performance. In conclusion, this study found: (1) certain occupational preferences and vocational aptitudes significantly predicted insurance agents’ work performance with the power of 22.7%, and in addition, (2) the interpersonal relations factors and first-years gross sales also predicted significantly the agents’ first year’ composite job performance at the power of 18.3 % and 13.% respectively.
