Effects of Toxic Leadership of Sales Manager on Burn-out and Turnover Intention of Salesperson

2021 ◽  
Vol 12 (3) ◽  
pp. 3-33
Author(s):  
Dong Hyun Kim ◽  
Chan Wook Park
Keyword(s):  
Turnover Intention ◽  
Sales Manager ◽  
Toxic Leadership ◽  
Burn Out

Social norms in the salesforce: justice and relationalism

2019 ◽  
Vol 34 (1) ◽  
pp. 49-61 ◽  
Author(s):  
Ilgım Dara Benoit ◽  
Thomas Brashear Alejandro ◽  
Jeffrey Foreman ◽  
Christian Chelariu ◽  
Shawn Bergman
Keyword(s):  
Social Norms ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Sales Manager ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
Relational Norms ◽  
The Impact

PurposeThis paper aims to examine the role of social norms of justice and relationalism in salesperson–sales manager relationships, and their role in developing salesforce commitment and turnover.Design/methodology/approachThis study uses structural equation modeling to analyze survey data from 402 business-to-business salespeople.FindingsAs discrete foundational norms, distributive, procedural and interactional (interpersonal, informational) justice develop higher-order norms of relationalism, which then reflect on increased commitment and reduced turnover intention of the salesforce. Among the justice norms, interpersonal justice has the strongest impact on relationalism.Research limitations/implicationsThe paper shows how each justice norm has a distinct impact in shaping relational norms, and that interpersonal justice has the highest impact. In addition, with enhanced relationalism salespeople become more committed and have lower turnover intentions. Future research could use a longitudinal study, present manager’s side in the model and measure and compare the impact of supervisor- versus organization-focused justice.Practical implicationsTo enhance relationalism, and thus in turn increase commitment and decrease turnover intention of salesforce, sales managers should pay attention to the salespeople’s perceptions of justice norms (distributive, procedural, informational and interpersonal justice), especially interpersonal justice, as it has the highest impact on relationalism. The specific ways to enhance justice perceptions are discussed.Originality/valueThis paper is the first to show how each justice norm is unique in its importance to shape the relationship between sales manager and salespeople in a way that increases the quality of relational norms, governing the relational process into a highly committed one. It also shows that among the four justice norms, interactional justice has the highest impact on relationalism. In addition, this is the first study to show that relationalism decreases turnover intention of salespeople.

scholarly journals Toxic leadership: Effects on job satisfaction, commitment, turnover intention and organisational culture within the South African manufacturing industry

2020 ◽  
Vol 18 ◽  
Author(s):  
Amelda Paltu ◽  
Marissa Brouwers
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Turnover Intention ◽  
Organisational Culture ◽  
The Body ◽  
Toxic Leadership ◽  
Job Outcomes ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

The effect of verbal violence experienced by dental hygienists on job stress and turnover intention and burn-out

2020 ◽  
Vol 8 (3) ◽  
pp. 1-10
Author(s):  
Myeong-Ju Lee ◽  
Hyo-Jin Lee ◽  
Jeong-Hyeon Kwon ◽  
Eun-Hye Kim ◽  
Ju-Hui Kim
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Verbal Abuse ◽  
Dental Hygienists ◽  
Burn Out ◽  
Verbal Violence ◽  
Performance Ability ◽  
And Performance ◽  
And Training

Objectives: The purpose of this study is to develop a coping plan for verbal abuse in dental hygienists, to improve work environment and performance ability and to offer basic data for reducing turnover rate through surveying verbal abuse degree that dental hygienists experience, and through grasping its effect on job stress, turnover intention and burnout. Methods: A questionnaire survey was conducted from November 18, 2019 to December 6, 2019 targeting 215 dental hygienists who are working at dental hospitals and clinics where are located in Gyeongnam and Busan Metropolitan City. The results are as follows. Results: The verbal abuse in dental hygienists was indicated to be in order of the verbal abuse from patients with 2.00±0.78, the verbal abuse from doctors with 1.91±0.78, and the verbal abuse from Yokefellow with 1.88±0.79. A type of verbal abuse was shown to be the largest in ‘I ve ever been spoken informally. As a result of having analyzed general characteristics, a dentist s verbal abuse was significant in workplace and turnover experience And the verbal abuse was significant in work placeas for turnover intention and in service career as for job stress and burnout. All in the verbal abuse from dentists, the verbal abuse from Yokefellow and the verbal abuse from patients showed statistically significant positive correlation with job stress, turnover intention and burnout. Accordingly, the dental hygienists appeared to have higher job stress, turnover intention and burnout in the more experiences of verbal abuse from patients. Conclusions: To help dental hygienists effectively cope with verbal violence, development of situational manuals and training of programs for prevention and arbitration of verbal violence is necessary.

scholarly journals THE EFFECT OF SPIRITUALITY ON THE SYNDROME OF BURN OUT AND NURSE TURNOVER INTENTION AT THE ISLAMIC HOSPITAL OF GONDANGLEGI MALANG

2019 ◽  
Vol 7 (2) ◽  
pp. 123-132
Author(s):  
Hari Dwi Suharsono ◽  
Nikma Fitriasari ◽  
Anggi Gilang Yudiansyah ◽  
Faritz Subiyaktoro Putra
Keyword(s):  
Turnover Intention ◽  
Nurse Turnover ◽  
Burn Out

Auditors' Relationship with Their Accounting Firm and Its Effect on Burnout, Turnover Intention, and Post-Employment Citizenship

2012 ◽  
Vol 6 (2) ◽  
pp. P13-P17 ◽  
Author(s):  
David N. Herda
Keyword(s):  
Turnover Intention ◽  
Organizational Outcomes ◽  
Performance Evaluations ◽  
Accounting Firm ◽  
Audit Firm ◽  
Organizational Fairness ◽  
Audit Firms ◽  
Burn Out ◽  
The Relationship ◽  
Big Four

SUMMARY This summary discusses two related papers (one focusing on auditors currently employed by their firm and the other on firm alumni) that examine the relationship between auditors and their firm; both papers address auditors' commitment to their firm and how it affects important organizational outcomes including burnout, turnover intention, and post-employment citizenship. Herda and Lavelle's (2012) paper, “The Auditor-Audit Firm Relationship and Its Effect on Burnout and Turnover Intention,” suggests that stronger relationships between auditors and their firms can reduce burnout and turnover intention. Herda and Lavelle's (2011) paper, “The Effects of Organizational Fairness and Commitment on the Extent of Benefits Big Four Alumni Provide Their Former Firm,” investigates how these relationships continue to provide benefits to the firm after the auditor's employment with the firm has ended. The results of both papers underscore the importance of fair treatment in building high-quality relationships between auditors and their firm. If audit firms use fair procedures when making organizational decisions (e.g., performance evaluations, scheduling, paid time-off), then current auditors are less likely to burn out and leave the firm, and former auditors are more likely to send the firm business.

Risiken und Nebenwirkungen von Sparprogrammen auf die stationäre Medizin in der Schweiz

Praxis ◽  
2005 ◽  
Vol 94 (28) ◽  
pp. 1103-1111 ◽  
Author(s):  
Schüpfer ◽  
Babst
Keyword(s):  
Oder Eine ◽  
Burn Out ◽  
Rationierung Im Gesundheitswesen

Verschiedene Ansätze zur Reform des schweizerischen Gesundheitswesens werden diskutiert, ohne dass ein klarer Entscheid für eine mehr planwirtschaftliche oder eine mehr wettbewerbliche Ausrichtung vorliegt. Trotz gleichbleibendem Leistungsauftrag bezüglich Angebot, Menge und Qualität, werden die Mittel für die öffentlichen Spitäler bei zum Teil sinkenden Preisen (= Tarifen) reduziert. Das Rationalisierungspotential beim Personal ist dabei weitestgehend ausgeschöpft, weshalb nun zunehmend eine verdeckte Rationierung einsetzt. Dieser Leistungsabbau führt zu Qualitätsverlust in der Behandlung der Patienten, zu Burn-out beim Pflegepersonal und zu Frustrationen bei den verantwortlichen Kaderärzten. Die bedrohte Qualitäts- und Sicherheitslage erfordert deshalb vom Leistungserbringer Schritte in Richtung einer Qualitätstransparenz zur Monitorisierung der Folgen einer einseitigen auf Kosten fokussierten Gesundheitspolitik und die Einführung eines integralen Risikomanagements zur Gewährleistung grösstmöglicher Sicherheit für den Patienten in einem System mit beschränkten Ressourcen. Es wird zudem eine Bewertung möglicher Auswege aus der Falle der verdeckten Rationierung vorgenommen. Diskutiert werden folgende Lösungsansätze: 1. explizite Rationierung, 2. Ansätze für eine grundlegende Reform des Gesundheitswesens in der Schweiz, 3. Restrukturierung der Leistungserbringer unter Berücksichtigung von Skaleneffekten und 4. Wettbewerb. In jedem Fall aber hat sich auch die Rechtssprechung den beschränkten Mitteln anzupassen und ihre Optik sollte die politische und ökonomische Sicht der Rationierung im Gesundheitswesen, als neues Element neben der Patientensicherheit mit berücksichtigen. Die Ärzte dürfen nicht allein in die Rolle der Rationierer gedrängt werden, sie wollen und können diese Rolle nicht übernehmen. Dies ist Aufgabe der Politik.

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