The Influence of Career Stages on Salespeople's Job Attitudes, Work Perceptions, and Performance

1986 ◽  
Vol 23 (2) ◽  
pp. 119-129 ◽  
Author(s):  
William L. Cron ◽  
John W. Slocum
Keyword(s):  
Job Performance ◽  
Job Attitudes ◽  
Career Stages ◽  
Career Stage ◽  
General Support ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship ◽  
Work Perceptions

The study examines salespeople in four distinct career stages. The career stages literature suggests that people's psychological and sociological needs differ among these stages. General support for the theory is found. Job performance and attitudes were influenced by different career stages. The relationship of a salesperson's performance with personal, strategic, and territory factors also is found to vary according to career stage.

scholarly journals The Influence of Knowledge Management on Satisfaction and Job Performance: A case study of Lecturers at Vietnam National University, Hanoi

2021 ◽  
Vol 18 ◽  
pp. 1554-1571
Author(s):  
Binh Dinh Le ◽  
Nam Hoang Do ◽  
Thao Thi Le ◽  
Vuong Pham
Keyword(s):  
Knowledge Management ◽  
Job Performance ◽  
Positive Impact ◽  
Scientific Article ◽  
Research Results ◽  
National University ◽  
And Performance ◽  
Performance Satisfaction ◽  
Relationship Of ◽  
The Relationship

This scientific article aims to examine the relationship of knowledge management, satisfaction and task performance of lecturers of Vietnam National University, Hanoi. In this study, the authors have used the exploratory factor analysis (EFA) tool and based on the analysis of survey sample for 200 lecturers working at Vietnam National University, Hanoi. The research results show that: Knowledge management has a positive impact on job satisfaction and performance; Satisfaction of lecturers plays the role of a partial mediator between knowledge management and job performance. From the research results of the article, Vietnam National University, Hanoi has clearly understood the relationship between knowledge management, satisfaction and assigned job performance, thereby being possible to develop plans and strategies to improve the performance of organization.

The Influence of Career Stages on Components of Salesperson Motivation

1988 ◽  
Vol 52 (1) ◽  
pp. 78-92 ◽  
Author(s):  
William L. Cron ◽  
Alan J. Dubinsky ◽  
Ronald E. Michaels
Keyword(s):  
Management Practice ◽  
Sales Management ◽  
Career Stages ◽  
Career Stage ◽  
Management Literature ◽  
And Performance ◽  
The Impact ◽  
Three Components ◽  
Work Perceptions

Researchers have found that career stage is related to salespeople's attitudes, work perceptions, and performance. To date, however, no reported research has explored the impact of career stages on all three components of salesforce motivation—valence, expectancy, and instrumentality. The authors report the results of a study intended to address this void in the sales management literature. Implications for sales management practice and research are offered.

scholarly journals Investigating the Relationship between Capability and Motivation of Crowd Worker to Get Better Performance: A Mathematical Approach

2021 ◽  
Vol 2021 ◽  
pp. 1-14
Author(s):  
Shakir Karim ◽  
Zaheeruddin Asif
Keyword(s):  
Job Performance ◽  
Experimental Results ◽  
Mathematical Approach ◽  
And Performance ◽  
Relationship Of ◽  
Future Work ◽  
The Impact ◽  
The Relationship

The quality of tasks performed by a crowd worker is questionable. Most of the workers are lost if their first work is of low quality, which may influence them to acquire future work in crowdsourcing. Research has highlighted that workers either lack motivation or capability. However, the integrative perspective of capability and motivation in current crowdsourcing research is scarce. There is a need to investigate the relationship of capability and motivation of crowd worker to understand the phenomenon of getting better performance, which ultimately produces a quality outcome. This research aims toward understanding such relationship with mathematical perspective. The traditional renowned and well-accepted theories related to job performance are used for the quantification of motivation, capability, and performance for crowd workers to investigate the impact of capability in relation to the motivation on the performance of crowd worker. Experimental results suggest that formulae will benefit the requester to evaluate the performance of a crowd worker before providing him/her the task and benefit in reducing unemployment in the situation of COVID-19 pandemic.

How do callings relate to job performance? The role of organizational commitment and ideological contract fulfillment

2018 ◽  
Vol 71 (10) ◽  
pp. 1319-1347 ◽  
Author(s):  
Sung Soo Kim ◽  
Donghoon Shin ◽  
Heather C Vough ◽  
Patricia Faison Hewlin ◽  
Christian Vandenberghe
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Social Exchange ◽  
Psychological Contract ◽  
Non Profit ◽  
For Profit ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

Do individuals with callings perform better than those without? Why or why not? There are not clear answers to these questions in the literature. Using a social exchange framework, we posit an intervening process between callings and job performance, focusing on the role of organizational commitment and ideological contract fulfillment – the degree to which organizations live up to their ideological promises. Specifically, individuals with callings will be more committed to their organization, and this commitment, in turn, leads to job performance. Further, this relationship of calling to job performance through commitment will be attenuated when employees perceive under-fulfillment of ideological contract. We found support for these hypotheses across three studies that utilized self- or supervisor-rated performance data from a non-profit organization and multiple for-profit organizations. Interestingly, while the relationship between commitment and performance did depend on fulfillment of the ideological psychological contract, contrary to our prediction, the calling-commitment relationship was not attenuated by under-fulfillment of ideological contract. Our findings deepen our understanding of the organizational implications of callings from a social exchange-based perspective. This study further informs practitioners as to hiring and motivating individuals with a calling.

Cognitive Factors Mediate the Relation Between Age and Flight Path Maintenance in General Aviation

2016 ◽  
Vol 6 (2) ◽  
pp. 81-90 ◽  
Author(s):  
Kathleen Van Benthem ◽  
Chris M. Herdman
Keyword(s):  
Cognitive Functioning ◽  
Flight Path ◽  
General Aviation ◽  
Cognitive Factors ◽  
Pilot Performance ◽  
Pilot Error ◽  
Age Related ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

Abstract. Identifying pilot attributes associated with risk is important, especially in general aviation where pilot error is implicated in most accidents. This research examined the relationship of pilot age, expertise, and cognitive functioning to deviations from an ideal circuit trajectory. In all, 54 pilots, of varying age, flew a Cessna 172 simulator. Cognitive measures were obtained using the CogScreen-AE ( Kay, 1995 ). Older age and lower levels of expertise and cognitive functioning were associated with significantly greater flight path deviations. The relationship between age and performance was fully mediated by a cluster of cognitive factors: speed and working memory, visual attention, and cognitive flexibility. These findings add to the literature showing that age-related changes in cognition may impact pilot performance.

SET UP FOR GROWTH? — AN EXPLORATORY ANALYSIS OF THE RELATIONSHIP OF GROWTH INTENTION AND BUSINESS MODELS

2015 ◽  
Vol 19 (06) ◽  
pp. 1540009 ◽  
Author(s):  
SARAH MAHDJOUR
Keyword(s):  
Business Models ◽  
Theory Of The Firm ◽  
Past Research ◽  
Business Owners ◽  
Competitive Strategies ◽  
Consulting Services ◽  
And Performance ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

What do growth-oriented business models look like? While several economic theories, such as the theory of the firm, are based on the assumption that firms aim to maximise their profits, past research has shown that growth intention is heterogeneous among firms and that many business owners prefer to keep their firm at a size that they can manage with few resources. This paper explores the relationship of growth intention and business models, based on a sample of 135 German ICT businesses. Following an exploratory approach, Mann–Whitney U tests are applied to analyse how different business model designs correspond with different levels of growth intention. The results indicate that growth intention relates to business owners’ decisions regarding the provision of consulting services, the level of standardisation in offered products and services, the choice of addressed markets, the implementation of competitive strategies based on cost efficiency and of revenue streams based on one-time- and performance-based payments. Furthermore, the results show that growth oriented firms are no more likely than non-growth oriented firms to adapt their business models dynamically to changed internal or external conditions.

Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

2021 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Noviana Norrohmat ◽  
Umar Nimran ◽  
Kusdi Raharjo ◽  
Hamidah Nayati Utami ◽  
Endang Siti Astuti
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Citizenship Behavior ◽  
Research Approach ◽  
The Difference ◽  
And Performance ◽  
Relationship Of ◽  
Descriptive Survey ◽  
The Relationship

The purpose of this research is to determine the organizational support for professionalism that has never been done before. The research approach is to conceptualize the structure of the relationship of variables from a study. Verification research is to test the hypothesis through data collection in the field using two methods, namely descriptive survey and explanatory survey. The use of both methods aims to analyze the causality relationship between research variables in accordance with the hypothesis quantitatively. There is significant influence between the variables of organizational support to professional variables. However, different results are found on the influence of organizational support variables on OCB and performance that have no significant effect. There is also an indirect influence between organizational support variables on OCB and performance through intermediary intervening professionalism variables. The difference between this research and the previous research are the use of constructs and the measurement in the unit of analysis being used.

Including Neither-Type in the Morningness-Eveningness Dimension Decreases the Robustness of the Model

1993 ◽  
Vol 77 (1) ◽  
pp. 243-254 ◽  
Author(s):  
Helena Almirall
Keyword(s):  
Verbal Memory ◽  
Index Finger ◽  
Axillary Temperature ◽  
Men 2 ◽  
Auditory Reaction Time ◽  
And Performance ◽  
Type 3 ◽  
Relationship Of ◽  
The Relationship ◽  
Reduced Scale

The present paper is a study of axillary temperature and performance during the waking part of the day and the relationship of these two variables to Morningness-Eveningness preferences. A reduced scale of the Home and Östberg questionnaire was adapted and standardized for the Spanish population, and 3 groups of subjects were formed (Morning-types: 3 men, 2 women; Neither-type: 3 men, 6 women; Evening-types: 1 man, 4 women). Three different tasks were tested, auditory reaction time (to measure alertness and speed), index finger tapping (motor skill), and verbal memory (information processing). The subjects were tested hourly in 13 sessions spread out over the day. Morningness-Eveningness preference groups did not differ in temperature and performance. Neither-type subjects did not present values intermediate between those of the Morning- and Evening-types.

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