An Empirical Study of Salesforce Turnover

1987 ◽  
Vol 51 (3) ◽  
pp. 34-59 ◽  
Author(s):  
George H. Lucas ◽  
A. Parasuraman ◽  
Robert A. Davis ◽  
Ben M. Enis
Keyword(s):  
Empirical Study ◽  
Longitudinal Studies ◽  
Employee Turnover ◽  
Job Attitudes ◽  
Demographic Characteristics ◽  
Sales Managers ◽  
Sales Organization ◽  
Salesforce Turnover

Employee turnover is a subject of great importance to practitioners and researchers alike. Though the research on employee turnover in general is extensive, a search of the literature uncovered few truly longitudinal studies of salesperson turnover. On the basis of the general turnover findings, the authors develop seven hypotheses relating salesperson demographic characteristics and job attitudes to turnover and test them by analyzing data gathered over a decade by a large national sales organization. The results raise questions about conclusions from previous studies and afford several new insights and implications for sales managers and researchers.

Team Pay Inequality: Pay Disparity in Large Teams Increases Employee Turnover by Reducing Job Control.

2018 ◽  
Author(s):  
Jon Jachimowicz ◽  
Christopher To ◽  
Oliver P Hauser
Keyword(s):  
Financial Services ◽  
Employee Turnover ◽  
Large Scale ◽  
Job Attitudes ◽  
Organizational Outcomes ◽  
Job Control ◽  
Organizational Attribute ◽  
Pay Dispersion ◽  
Pay Inequality ◽  
Control Work

Pay dispersion is a core organizational attribute, but its’ relationship to employee turnover is relatively unclear. We propose this is the case because prior research suffers from two limitations: (1) it neglects how pay dispersion impacts employees’ psychological attitudes toward their job, and (2) it assumes that teams are homogenous, disregarding that variations in team characteristics shape how employees experience pay dispersion. The current research addresses these shortcomings by drawing on job demand-control theories to investigate how pay dispersion shapes employees’ job attitudes, and explicitly incorporates one aspect of team heterogeneity, team size variations. More specifically, our core proposition is that team pay inequality, i.e., the pay dispersion of employees within a team, reduces employees’ job control—their perceived capability to control work—particularly when teams are larger. This, in turn, makes it more likely employees in large unequal teams leave their organization. Two unique large-scale archival and survey datasets from a technology (N = 881) and financial services company (N = 22,816) provide support for our hypotheses. The current research thus offers a novel perspective on pay dispersion: salary differences within teams fundamentally shape employees’ job attitudes—particularly their job control—and thus determine important organizational outcomes.

E-Government

2010 ◽  
Vol 1 (4) ◽  
pp. 77-95
Author(s):  
S. S. M. Sadrul Huda ◽  
Rumana Parveen ◽  
Masud Ibn Rahman
Keyword(s):  
Empirical Study ◽  
Demographic Characteristics ◽  
Positive Outcomes ◽  
Critical Factors ◽  
Urban People ◽  
Relationship Of

E-Government can be used as an effective tool to create a relationship of trust and confidence between government and people as well as to generate greater efficiency and responsiveness of government. This empirical study observes people’s opinions and expectations about positive outcomes of e-Government. The researchers have identified the expectation level among urban people in Bangladesh concerning outcomes of e-Government and the variability in these expectations in terms of their demographic characteristics. In this regard, the authors emphasize the application of e-Government to improve government’s performance as well as locating the critical factors to succeed in such application.

Compensation and control sales policies, and sales performance: the field sales manager's points of view

2011 ◽  
Vol 26 (4) ◽  
pp. 273-285 ◽  
Author(s):  
Inés Küster ◽  
Pedro Canales
Keyword(s):  
Individual Performance ◽  
Two Dimensions ◽  
Compensation System ◽  
Working Environment ◽  
Sales Manager ◽  
Sales Managers ◽  
Content Type ◽  
Organization Effectiveness ◽  
Sales Organization ◽  
Points Of View

PurposeThe purpose of this paper is to analyse the relationship among the compensation system (fixed or commission) applied to salespeople, the system by which they are controlled, and the effects of both on individual performance and sales organization effectiveness. Previous research has been extended in a different country/context, and from the field sales manager's points of view.Design/methodology/approachFirst, a cluster analysis was used to obtain a set of groups of salespeople characterized by their main compensation system (salary and/or commission). Also, ANOVA is used to analyze the significance of the differences due to the different compensation system.FindingsThe empirical data reflect the results of research involving 108 field sales managers and show that the compensation system used for the salespeople has significant effects on individual salesperson performance and sales organization effectiveness and is related to the control system used by the company. Companies with a compensation system based on a fixed salary use behavior control more than companies with a compensation system based on commission; salespeople who receive a greater proportion of compensation as a fixed salary give better individual performance than those who are paid by commission; salespeople who receive a greater proportion of their pay as a fixed salary are more effective than those paid largely by commission. Results do not show relevant differences among countries.Research limitations/implicationsAny generalisation of results is limited by the characteristics of this study, in particular by the sample used and the particular situation of the country analysed (Spain). At the same time, and because the study relies on the subjective judgment of sales field managers' perceptions, the measurement of some concepts is subject to various cognitive biases.Practical implicationsCompensation for salespeople is one of the most important issues in saleforce management as it has a significant effect on motivation, which is critical, given the conditions of their working environment.Originality/valueThis paper analyzes the field sales manager's points of view and not that of the salesperson or the sales team. This provides a closer perspective because field sales managers operate between the salesperson and sales manager. This paper presents a framework based on Baldauf et al.'s and Piercy et al.'s previous research, with two main contributions. The first contribution is the proposed direct analysis of the relationships between various antecedents of effectiveness. The second contribution is the consideration of two dimensions of the effectiveness construct: financial efficacy and field sales manager satisfaction.

Dubai Shopping Festival: tourists’ nationality and travel motives

2014 ◽  
Vol 5 (2) ◽  
pp. 116-131 ◽  
Author(s):  
Sangeeta Peter ◽  
Victor Anandkumar
Keyword(s):  
Empirical Study ◽  
Design Methodology ◽  
Research Literature ◽  
Demographic Characteristics ◽  
Destination Marketing ◽  
Content Type ◽  
Tourism Product ◽  
Marketing Organisation ◽  
English Speaking ◽  
Practical Implications

Purpose – Tourists differ in their needs, motives and activities but they can be described based on demographic characteristics, nationality being one of them. The purpose of this paper is to compare the different nationalities travelling to Dubai during the Dubai Shopping Festival on their travel motives. Design/methodology/approach – Data were collected from 604 English-speaking tourists, using the mall intercept technique, during the XVIII edition of the shopping festival from January-February 2013. Findings – The study found that a total of 23 nationalities differed on their travel motives. Research limitations/implications – Only English-speaking tourists were included in the study. Practical implications – Tourists from different nationalities differ on their travel motives .The findings of this study will help the Destination Marketing Organisation in understanding the travel motives of the tourists which would help in developing products and market-specific destination promotion. Originality/value – Shopping festivals are being promoted by various destinations as a tourism product. Yet there is a lack of research literature on this topic. This empirical study on travel motives of international tourists visiting a shopping festival will be a worthy addition to the literature.

The Effect Of Humble Leader Behavior, Leader Expertise, And Organizational Identification On Employee Turnover Intention

2016 ◽  
Vol 32 (4) ◽  
pp. 1145-1156 ◽  
Author(s):  
Jie Li ◽  
Qiao Zhuan Liang ◽  
Zhen Zhen Zhang
Keyword(s):  
Boundary Condition ◽  
Empirical Study ◽  
Leadership Style ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Leader Behavior ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Relationship

As a bottom-up leadership style, humble leadership has attracted increasing attention from scholars in recent years. But its effectiveness and mechanism still lack rigorous empirical study. In this study, we investigate the mechanism and boundary condition by which humble leader behavior exerts influence on followers’ turnover intention. Two-wave data collected from 249 scientific and technological personnel in China supported our hypothesized model. We found that humble leader behavior is significantly negatively related to follower turnover intention. The relationship is further partially mediated by organizational identification, and moderated by leader expertise. Implications for theory, practice and future research are discussed. 

scholarly journals Socio-Demographics Characteristics on Investment Objectives of Individual Investors: Empirical Study in Indonesia

2019 ◽  
Vol 26 (2) ◽  
pp. 12
Author(s):  
Nevi Danila ◽  
Zaiton Ali ◽  
Bunyamin Bunyamin ◽  
Marlinda D. K.
Keyword(s):  
Empirical Study ◽  
Investment Decision ◽  
Demographic Factors ◽  
Financial Sector ◽  
Demographic Characteristics ◽  
Individual Investors ◽  
Sociodemographic Characteristics ◽  
Chi Square ◽  
Chi Square Test ◽  
The Government

Every investor has a unique choice of investment based on customized needs and goals. Each investment has its characteristics. This study investigates the association between socio-demographic characteristics of individual investors and the objectives of the investments. Employing Pearson’s chi-square test with 125 respondents from securities companies in Indonesia, we suggest that the decision of investors in investing their money depends on the association between sociodemographic characteristics and the characteristics of investments' goals. The results of this study can benefit both individual investors and securities firms. For individual investors, this study can be a guideline for them to make an investment decision by considering an investment objective that suits them the most. While for the securities companies, they can market their products to investors appropriately by looking into the demographic factors of the investors and indirectly know the investors’ investments preference. More, the government needs to enhance the infrastructure of the financial sector in order to increase individuals participation in the sector

scholarly journals Engaging a product-focused sales force in solution selling: interplay of individual- and organizational-level conditions

2020 ◽  
Vol 49 (1) ◽  
pp. 139-163 ◽  
Author(s):  
Anna Salonen ◽  
Harri Terho ◽  
Eva Böhm ◽  
Ari Virtanen ◽  
Risto Rajala
Keyword(s):  
Comparative Analysis ◽  
Qualitative Comparative Analysis ◽  
Sales Force ◽  
Organizational Level ◽  
Necessary Condition ◽  
Sales Managers ◽  
Organizational Conditions ◽  
Sales Organization ◽  
Configurational Theory ◽  
Global Supplier

AbstractThis study explains how manufacturers tackle the critical managerial challenge of transforming a product-focused sales force to undertake solution selling. Through an application of configurational theory, the authors explain how individual and organizational conditions combine to determine salespeople’s engagement in solution selling. Multilevel, multisource data from the sales organization of a global supplier of building solutions represent input from salespeople (N = 184), solution champions (N = 23), and sales managers (N = 26). A fuzzy set qualitative comparative analysis reveals no single, optimal way to overcome transformation challenges. Rather, consistent with prior research, solution selling requires certain types of salespeople, because value-based selling is a necessary condition for successful engagement. Beyond this foundational condition, a heterogeneous sales force can be engaged, as long as the organization provides appropriate support that is tailored to individual salespersons’ needs. The findings affirm that this viable support can come from either sales managers or solution champions.

The Effect of Customer Characteristics on Service Quality in Pharmacy Retailing: An Empirical Study in the UAE

2019 ◽  
Vol 9 (7) ◽  
pp. 166-174
Author(s):  
K Abdul Waheed ◽  
Ayisha Siddiqua
Keyword(s):  
Empirical Study ◽  
Service Quality ◽  
Current Literature ◽  
Customer Loyalty ◽  
Demographic Characteristics ◽  
Pharmacy Service ◽  
Behavioral Characteristics ◽  
Retail Stores ◽  
Perceived Service Quality ◽  
Al Ain

The main purpose of this study was to investigate the effect of customer characteristics, especially demographic and behavioral aspects, on service quality. We investigated the effect of demographic characteristics such as gender, age, education, income, and frequency of visits. We examined the effect of behavioral characteristics such as customer loyalty and dependency. A questionnaire was developed to measure customers’ perceived service quality by reviewing current literature in this area. This study measures pharmacy service quality from the reflective model perspective. Service quality is measured on reliability, assurance, tangibility, empathy, and responsiveness. A survey was conducted among customers who visited pharmacy retail stores in Al Ain, UAE.

Flexitime1 and the Compressed Workweek2 for the Small Firm: Some Employee Reactions

1981 ◽  
Vol 5 (3) ◽  
pp. 23-29 ◽  
Author(s):  
Joseph C. Latona
Keyword(s):  
Small Firm ◽  
Employee Turnover ◽  
Small Firms ◽  
Job Attitudes ◽  
Service Industries ◽  
Personal Life ◽  
Increase In Productivity ◽  
Employee Reactions ◽  
Compressed Workweek ◽  
One Year

This paper reports the results of the implementation of a flexitime and compressed workweek schedule, in three small firms, representing the retail, manufacturing and service industries. A pre-flexitime and compressed workweek questionnaire was administered and compared to a post-workweek, and on compressed workweek questionnaire administered one year following the implementation of both programs. The variables measured were preference, job attitudes, perceived productivity, personal life and employee turnover. The results indicate that the employees of all three firms preferred flexitime and the compressed workweek (.01 level); employees of all three firms reported feeling more favorable toward job, company and co-workers (.01 level); employees of all three firms indicated that flexitime had increased their performance at work (.10 level), only the retail and manufacturing groups felt there was an increase in productivity due to the compressed workweek (.10 level); all three groups rated personal life more positive under both programs (.10 level); employee turnover was found to be insignificant in all three groups from the “pre” to the “post” periods.

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