激勵制度的建立，在企業組織於規劃組織目標與策略時，扮演著重要的角色；無論是在激勵員工達成組織績效，或是創造企業內部組織文化與工作氛圍…等，在在都影響著企業員工的感受與動能。尤其近年來，在社會輿論多所倡導企業社會責任，要求企業在營利、福利與公益的天秤上，應提供企業員工合理的工作待遇與環境，讓員工有安全的幸福感受，以增加員工對於組織的向心力與認同感；如此，企業與員工在互信、互諒的平台上，讓員工感受與企業組織是共榮的團體，進而促使員工提升組織績效、保障員工在企業的工作福利。
業務人員是公司對外銷售的主要窗口，透過業務人員的接洽、推廣，將公司的產品提供給適當的客戶，完成締結達到公司組織績效的目標，是業務單位不變的本質。本研究的目的試著以台灣企業(房仲業與電信業)對業務人員所提供的激勵制度不同，與業務人員人格特質、組織績效、員工幸福感、組織認同感的相關性進行研究；故本研究樣本是以業務人員作為基礎，採問卷調查方式，共發出200份問卷，有效問卷170份，有效回收率85%。
研究結果發現，五大人格特質對於激勵制度喜好差異為：
一、人格特質『親和性』、『謹慎性』、『外向性』、『開放性』比『情緒敏感性』對薪資的激勵方式有顯著較高的喜好程度。
二、人格特質『親和性』、『開放性』比『情緒敏感性』對公司福利的激勵方式有顯著較高的喜好程度。
三、人格特質『開放性』比『情緒敏感性』、『謹慎性』對工作相關福利的激勵方式有顯著較高的喜好程度。
激勵制度滿意是否影響組織績效、員工幸福感、組織認同感方面，本研究發現：
一、『薪資』、『公司福利』、『工作相關福利』的滿意程度影響組織績效呈相關性顯著的影響。
二、『薪資』、『公司福利』、『工作相關福利』的滿意程度影響員工幸福感呈相關性顯著的影響。
三、『薪資』、『公司福利』、『工作相關福利』的滿意程度影響組織認同感呈相關性顯著的影響。
研究結果僅供相關業者或後續研究者參考，希望藉此能讓企業找到適當的激勵制度與方法，使業務單位為公司順利完成任務與目標。

Establishment of effective incentive systems plays an important role in each organization planning. Effective incentive systems could positive affect employee organization performance, or create internal organizational culture and work environment because of employee inspiration by incentive. In recent years, because of promotion corporate social responsibility, company are required to provided reasonable working conditions and environment in order to ensure employee safe feeling happy which could enforce their organization's solidarity and performance.
The purpose of this research was to seek the most effectively incentive for different personal traits according to Big Five personality traits theory. This research study about business staff incentive suitability by Big Five personality traits theory and how different incentive ways affect organizational performance employee well-being, and organizational identity. This study participants based business staff (Realty industry and the telecommunications industry) as the basis of investigation adopted and valid questionnaires are 170 (effective rate: 85%).
Study found that five major personality differences of the incentive system preferences:
First, the personality traits "affinity", "prudent", "extraversion", "open" than the "emotional sensitivity" of the pay incentives have significantly higher degree of preference.
Second, personality traits "affinity", "open" than the "emotional sensitivity" of the incentives the company has significant benefits like higher level.
Third, the personality trait "openness" than "emotional sensitivity", "prudent" way to encourage work-related benefits have significantly higher degree of preference.
Incentive system would not affect the organization's performance satisfaction, employee happiness, organizational identity, the study found that:
First, the "salary", "corporate welfare", "work-related benefits," the satisfaction of influence organizational performance were correlated significantly affected.
Second, the "salary", "corporate welfare", "work-related benefits' level of satisfaction affect employee well-being were correlated significantly affected.
Third, the "salary", "corporate welfare", "work-related benefits," the satisfaction of influence organizational identity was correlated significantly affected.
The results for the relevant industry or subsequent researchers reference, hoping to allow companies to find the right incentive system and method, successfully encourage business unit for the company to complete the mission and objectives.

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