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Article
Publication date: 1 July 1996

Ravipreet S. Sohi

Develops a structural equations model which examines the effects of environmental dynamism and heterogeneity on salespeople’s role conflict, role ambiguity, performance and job…

2459

Abstract

Develops a structural equations model which examines the effects of environmental dynamism and heterogeneity on salespeople’s role conflict, role ambiguity, performance and job satisfaction. The model is tested with EQS, using data collected from 230 salespeople in multiple companies and industries. Indicates that environmental dynamism reduces satisfaction and performance, and increases role conflict and ambiguity. Notes that environmental heterogeneity also reduces performance and increases role conflict, but does not have a significant effect on role ambiguity.

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European Journal of Marketing, vol. 30 no. 7
Type: Research Article
ISSN: 0309-0566

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Article
Publication date: 1 December 1995

William H. Murphy and Ravipreet S. Sohi

Aims to improve understanding of an important and widely usedmanagement tool for motivating the salesforce – sales contests.Begins by introducing the question: what factors are…

1755

Abstract

Aims to improve understanding of an important and widely used management tool for motivating the salesforce – sales contests. Begins by introducing the question: what factors are associated with salespeople′s feelings towards a sales contest? Several potentially relevant characteristics that are expected to be associated with various feelings towards contests are discussed. To test the hypotheses, data were collected through verbal protocols and surveys from salespeople belonging to a division of a Fortune 100 firm. Results indicate that salespeople′s self‐esteem, commitment level, and career stage play a role in influencing feelings towards the sales contest.

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European Journal of Marketing, vol. 29 no. 13
Type: Research Article
ISSN: 0309-0566

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Article
Publication date: 1 June 1997

Madhavan Parthasarathy and Ravipreet S. Sohi

In the past few years, organizations have spent millions of dollars adopting salesforce automation (SFA) systems, and this trend continues to grow. Despite its significance, very…

2440

Abstract

In the past few years, organizations have spent millions of dollars adopting salesforce automation (SFA) systems, and this trend continues to grow. Despite its significance, very little academic research has been devoted to understanding the factors that can influence the adoption and implementation of SFA systems. Contends that SFA is a two‐stage process that involves adoption at: (a) the organizational level, and (b) the level of the individual salesperson ‐ with organizational adoption preceding individual salesperson adoption. Draws on diffusion theory and the existing SFA trade literature to discuss factors that can influence SFA adoption at both these levels and their implications for management.

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Journal of Business & Industrial Marketing, vol. 12 no. 3/4
Type: Research Article
ISSN: 0885-8624

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Article
Publication date: 8 February 2008

G. Ronald Gilbert, Ravipreet S. Sohi and Adriana G. McEachern

The purpose of this paper is to introduce a multidimensional work preference research instrument, and to relate scores on these dimensions with subjects' real world work choices.

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Abstract

Purpose

The purpose of this paper is to introduce a multidimensional work preference research instrument, and to relate scores on these dimensions with subjects' real world work choices.

Design/methodology/approach

Repeated samples of 1,002 and 975 adult subjects were used to identify 17 empirically derived constructs, using both EFA and CFA statistical applications. The CFA revealed measurement invariance among the predicted and measured constructs. The 17 validated constructs were culled from career development‐related psychology that has variously been identified with learning styles, work interests, work values, and temperament. Using a third sample of 590 subjects, MANOVA analyses of work preference scores were conducted with working adults, representing ten different types of work. When the scores on the 17 measures were compared with occupational choices made by the subjects, significant differences in outcomes were identified, indicating commonality within specific work types.

Research limitations/implications

Because the work preference construct is relatively new and fluid, continuous research is needed to gain greater understanding of the construct and its characteristics. Additional sampling and tests for measurement invariance are indicated using cross‐national samples, as well as non‐English‐speaking languages. Samples from younger, pre‐career subjects in secondary schools and representing a wide array of demographic characteristics are also needed as the research progresses. In addition, more studies are needed to test for predictive validity, using other unobtrusive performance measures taken at different points in time.

Practical implications

Multiple measures embedded in one tool may prove useful aids to people when making career choice decisions that are associated with the selection of short‐term work placement, long‐term career occupations, and academic fields of study. The development of this tool will enable career development researchers to examine the relationships of psychological constructs identified with different fields of psychological measurement, and examine these constructs as they relate to classroom, organizational and cross‐national contexts.

Originality/value

The creation of a tool consisting of measures from multiple psychological fields for use in short‐term career planning, job placement, and enrichment is novel. When combined, the multiple constructs used in this instrument have been found to provide a constellation of useful indicators that are related to career choice and work placement decisions. The measures are also likely to be useful in cross‐national research contexts.

Details

Career Development International, vol. 13 no. 1
Type: Research Article
ISSN: 1362-0436

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Book part
Publication date: 1 February 2007

Ruth N. Bolton and Crina O. Tarasi

Abstract

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Review of Marketing Research
Type: Book
ISBN: 978-0-7656-1306-6

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Article
Publication date: 1 December 2002

Cengiz Yilmaz

Research about the (inter)relationships across salesperson performance, job satisfaction, and organizational commitment is characterized by equivocal (and sometimes conflicting…

3241

Abstract

Research about the (inter)relationships across salesperson performance, job satisfaction, and organizational commitment is characterized by equivocal (and sometimes conflicting) empirical results. The study develops and tests an extended model of the performance→satisfaction→commitment sequence that incorporates intrinsic and extrinsic components of salesperson job satisfaction and affective and continuance dimensions of organizational commitment. In addition, hypotheses pertaining to the effects of three potential moderators of the relationships of concern, specifically, degree of performance‐reward contingency, salesperson career stage, and salesperson performance level, are developed and subjected to empirical testing. The results offer valuable insights for sales managers attempting to develop and maintain highly committed salesforces, and researchers attempting to explain the reasons behind the mixed empirical findings in prior research.

Details

European Journal of Marketing, vol. 36 no. 11/12
Type: Research Article
ISSN: 0309-0566

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