近年來隨著國人財富的增加及財富管理需求逐漸浮現，各銀行間理財服務的競爭進入白熱化階段，為了有別於其他競爭者，理財規劃的專業度與服務更是成為主要焦點。理想的財富管理，應是綜合各項金融商品業務，甚至替客戶量身訂製資產組合，但由於理想的財富管理銀行業務涵蓋範圍既深且廣，業界經營的層次不免高低參差，因此各家業者目前僅選擇其中部份專擅之營業項目經營。基於此因，本研究旨在探討銀行財富管理人員在為客戶做財富規劃時，所影響其決策模式之因素，包括財富管理人員內在個人屬性和外在績效評估等因素對於財富規劃行為之影響程度，希望藉此找出優秀財富管理人員之適性條件。本研究透過深度訪談的研究方法獲得結論如下：1.優秀財富管理人員的人格特質在五大人格特質的性格類型分類中，最接近的性格類型有勤勉正直性及外向性二種為主要性格類型。2.優秀的財富管理人員不僅重視個人績效，更相對重視整體的組織績效。3.優秀的財富管理人員不但合群、自我肯定、善於交際、在組織上服從主管的領導；能接受公司賦予的業績目標，並且全心全力去完成目標，甚至超越目標，在工作與生活的抗壓性很強，在市場銷售容易取得客戶之信任；在服務客戶也頗為細心、敏銳。4.在未來招募新進財富管理人員方面，研究結果認為年齡在25~30 歲的甄選條件比較適合，然後經由完整的教育訓練、培訓輔導與實務歷練，將每位新進人員培養成為銀行未來的優秀財富管理人員與領導組織主管之來源。5.為因應外在金融環境的快速整合及金控公司相繼成立的競爭壓力，未來除了在專業知識的提升與金融證照的認證規劃之外，應有計畫的規劃在職進修，就教育程度的條件而言，碩士或以上的教育程度躋身為未來優秀財富管理人員行列之前瞻性較高。

Nowadays, wealth management has become more and more popular because of increased demand of personal investment.  The competition of personal financial consulting is very intense among banks.  In order to be different from the other competitors, professional financial planning and service become the main focus.

The best wealth management service is to synthesize every financial product.  Furthermore, customized investment portfolio should be provided to customers.   Because the task covers a wide range of services, the service level of each individual bank in this industry differs extensively.  Currently, each bank only chooses the items of business that it is good at.  Due to this reason, the purpose of this paper is to investigate factors facing a financial planner to make financial decisions.  Those factors include personality and performance evaluation system.  The objective is to search the qualities required of an outstanding financial planner.

Through an in-depth interview the conclusions of this thesis include:
1. Outstanding financial planners possess the personality of Conscientiousness and Extraversion.
2. Outstanding financial planners pay attention to not only personal performance, but also organizational performance. 
3. Outstanding financial planner is gregarious, confident, good at communication, obedient to the executives and accepts the goal set by the organization.  They will try to reach the goal whole-heartedly, even surmounting the goal.  They can work under pressure and are apt to obtain the customer's trust in financial planning activities.  They treat customers with more care and sensitivity.
4. In terms of recruiting financial planners, the result of this study shows that the age of 25~30 is more suitable.  After being coached and going through a comprehensive training, these young men would be the major source for outstanding financial planner leaders and the executive of the bank in the future.
5. Under the current financial environment in which financial institutions are merged rapidly and mega financial corporation are formed one after one, not only the improvement of the professional knowledge and the planning of financial certificates but also on-the-job training should be emphasized.  As for school educations, it seems that those with a master’s degree would be more promising to become good financial planners in the future.

目 錄
誌謝…………………………………………………………………………………………I
中文摘要…………………………………………………………………………………………II
英文摘要…………………………………………………………………………………………III
目錄………………………………………………………………………………………………V
圖目錄…………………………………………………………………………………………VIII
表目錄…………………………………………………………………………………………IX
附錄………………………………………………………………………………………………X
第一章 緒論………………………………………………………………………………………1
	第一節 研究背景與動機……………………………………………………………………2
	第二節 研究問題……………………………………………………………………………4
第二章 文獻探討…………………………………………………………………………5
第一節 規劃行為……………………………………………………………………………5
2.1.1    規劃行為的定義……………………………………………………………5
2.1.2    規劃行為理論………………………………………………………………6
	第二節 人格特質變數在規劃行為的關係…………………………………………………8
		2.2.1		人格特質的定義……………………………………………………………8
		2.2.2		人格特質理論………………………………………………………………10
		2.2.3		五大人格特質……………………………………………………………11
		2.2.4		五大人格特質與財富管理人員之組合…………………………………14
	第三節 績效評估變數在規劃行為的關係………………………………………………19
		2.3.1	   績效評估的定義……………………………………………………………20
		2.3.2	   績效評估的目的……………………………………………………………21
		2.3.3  組織的績效評估…………………………………………………………22
        2.3.4  員工的績效評估……………………………………………………………26
        2.3.5   績效評估的對財富管理人員的影響………………………………………28
第三章 研究方法……………………………………………………………………………30
	第一節 研究設計………………………………………………………………………30
    第二節 變數操作型定義…………………………………………………………………31
    3.2.1 人格特質……………………………………………………………………31
		3.2.2績效評估…………………………………………………………………32
        3.2.3訪談過程分為三個階段進行…………………………………………………33
	第三節 訪談大綱設計……………………………………………………………………33
		3.3.1 訪談內容分為四大部分……………………………………………………33
		3.3.2 研究對象…………………………………………………………………34
    3.2.3訪談過程分為三個階段進行…………………………………………………39
	第四節 訪談安排…………………………………………………………………………40
3.4.1 訪談步驟與流程……………………………………………………………40
第五節 訪談內容…………………………………………………………………………41
	    3.5.1 訪談輔助表(一)使用方法………………………………………………41
		3.5.2 訪談輔助表(二)使用方法…………………………………………………42
第四章 研究發現-資料整理與分析…………………………………………………………43
 第一節 財富管理人員資料之整理………………………………………………………43
	第二節 財富管理人員資料及人格特質整理分析………………………………………44
	第三節 根據組織及個人績效評估指標選取資料整理分析……………………………46
	第四節 財富管理人員訪談紀錄實況整理………………………………………………49
第五章 結論與建議……………………………………………………………………………50
	第一節 結論…………………………………………………………………………50
	第二節 建議與後續研究……………………………………………………………52
	第三節 研究限制…………………………………………………………………………53
參考文獻…………………………………………………………………………………………55
一、中文部份（按筆劃順序排列）………………………………………………………55
二、英文部份（按字母筆劃順序排列）…………………………………………………59
	

 
圖目錄
	圖2-1規劃行為理論…………………………………………………………………7
 
表目錄
	表2-1人格的定義…………………………………………………………………9
	表2-2五大人格特質之意義與特徵…………………………………………………13
	表2-3組織績效衡量準則表…………………………………………………………25
表2-4 員工績效評估衡量指標整理…………………………………………………27
	表3-1 訪談對象及受訪者基本資料表…………………………………………………40
	表4-1 優秀財富管理人員之資料整理…………………………………………………43
	表4-2 優秀財富管理人員的人格特質之資料整理……………………………………45
表4-3 組織及個人績效評估指標選取資料整理分析……………………………47

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