Within organizations in industrialized countries, the quality of human resources tends to become a major issue on the path to achieving a competitive advantage. According to the author’s research, the implementation of the five-factor model of Costa and McCrae provides the solution for the above mentioned problem. This article demonstrates the crucial utility of the five-factor model of Costa and McCrae in the context of life insurance industry effectiveness from both the theoretical and practical perspectives based on a case study of the four largest life insurance companies 796 most effective agents. Results imply the existence of a positive correlation between the level of the selected personality traits intensities and the life insurance agent’s sales efficiency. Moreover, as levels of the personality traits of “openness to experience,�? “consciousness,�? “agreeableness�? and “neuroticism�? are the predictors of life insurance company effectiveness, there are fundamentals for induction to be appropriate for the whole retail financial sector human resources management system.

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性格特征和销售效率：波兰的人寿保险市场

在工业化国家的组织内部，人力资源质量往往成为实现竞争优势的主要问题。根据作者的研究，Costa和McCrae的五因素模型的实现为上述问题提供了解决方案。本文基于对四家最大的人寿保险公司796个最有效代理商的案例研究，从理论和实践角度论证了Costa和McCrae五因素模型在人寿保险业有效性方面的关键效用。结果表明，所选人格特质强度的水平与人寿保险代理人的销售效率之间存在正相关关系。而且，作为“开放经验”的人格特征水平， ？“意识，？？“愉快。” 和“神经病”？是人寿保险公司有效性的预测指标，因此有一些基础知识可以适用于整个零售金融部门的人力资源管理系统。