Academic literature on the topic 'Sales personnel Job satisfaction Australia'
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Journal articles on the topic "Sales personnel Job satisfaction Australia"
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Dubinsky, Alan J., Masaaki Kotabe, and Chae Un Lim. "Effects of Organizational Fairness on Japanese Sales Personnel." Journal of International Marketing 1, no. 4 (December 1993): 5–24. http://dx.doi.org/10.1177/1069031x9300100402.
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Research has found that perceptions of equity can affect such critical variables as job satisfaction, withdrawal tendencies, and performance of U.S. workers. Whether similar results would generalize to sales personnel in the equity-oriented Japanese environment is unknown. This article presents the results of a study that examined the influence of organizational fairness (a measure of perceived equity) on Japanese salespeople's job satisfaction, organizational commitment, motivation, and performance. Findings indicate that organizational fairness has an impact on Japanese sales personnel. Implications are also provided.
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Thakur, Nilesh, and Rachana Jadhav. "Extraversion, Occupational Stress, Job Involvement and Job Satisfaction among Indian Sales Personnel." Journal of Psychosocial Research 17, no. 1 (June 3, 2022): 213–25. http://dx.doi.org/10.32381/jpr.2022.17.01.18.
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Srivastava, Rajesh V., and Thomas Tang. "Coping intelligence theory: coping strategies, satisfaction and sales commission." Journal of Business & Industrial Marketing 33, no. 5 (June 4, 2018): 610–24. http://dx.doi.org/10.1108/jbim-03-2017-0072.
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Purpose This study aims to develop and test a new formative theory of coping intelligence (CI). It asserts that problem- and emotion-focused coping strategies contribute differently to the overall CI latent construct, which, in turn, relates to three outcome variables – job satisfaction, life satisfaction and sales commission. Design/methodology/approach The study collected data from multiple sources: survey data from 452 boundary-spanning salespeople and sales commission from a company’s personnel record. It then investigated the goodness of fit between the study’s theoretical SEM model and empirical data. Findings Problem-focused coping and emotion-focused coping strategies, respectively, define CI positively and negatively. This, in turn, is related to high levels of job satisfaction, life satisfaction and sales commission. After controlling for gender and sales commission, results remain significant. Commission is related to satisfaction. Gender (male) is negatively related to emotion-focused strategy, but positively related to commission. Males have higher sales commission than females, yet both genders have similar life and job satisfaction. Practical implications Problem-focused coping contributes to life satisfaction, job satisfaction and sales commission, but emotion-focused coping undermines them. Researchers and policymakers need to develop training programs, promote problem-focused coping strategies and help them improve life satisfaction, job satisfaction and sales commission, for females, in particular. Originality/value CI is more related to job satisfaction and life satisfaction than to commission. The study’s concurrent validity demonstrates that CI improves sales commission (objective data) and employee satisfaction. It pays to improve CI.
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Kerber, Kenneth W., and James P. Campbell. "Job satisfaction: Identifying the important parts among computer sales and service personnel." Journal of Business and Psychology 1, no. 4 (1987): 337–52. http://dx.doi.org/10.1007/bf01018143.
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LO IACONO, Joseph, Scott K. WEAVEN, and Deborah GRIFFIN. "EXAMINATION INTO THE EFFECTS OF JOB SATISFACTION ON SALESPERSON DEVIANCE: THE MODERATING ROLE OF CUSTOMER ORIENTATION." Journal of Business Economics and Management 17, no. 2 (April 8, 2016): 173–86. http://dx.doi.org/10.3846/16111699.2015.1046399.
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Salesperson deviance represents a significant cost to organizations throughout the world. This paper addresses a gap in the literature by examining all three dimensions of salesperson deviance (i.e., organizational deviance, interpersonal deviance and customer-directed deviance) and the moderating role of customer orientation. More specifically and using a sales personnel sample, this research extends current understanding of deviant behavior in two key areas. Our findings show (1) a negative relationship between job satisfaction and each dimension of salesperson deviance, and (2) customer orientation moderates the relationship between job satisfaction and salesperson deviance. Thus, we present a more holistic view of salesperson deviance and, in practical terms, confirm that organizational stakeholders should proactively manage the job satisfaction together with the customer orientation of their sales staff in order to avoid and/or minimize deviant behaviors.
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Lacmanović, Darko. "SALESPEOPLE MOTIVATION AS KEY FACTOR IN ACHIEVING SALES MANAGEMENT GOALS IN HOTEL INDUSTRY." Tourism and hospitality management 12, no. 2 (December 2006): 155–69. http://dx.doi.org/10.20867/thm.12.2.14.
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Sales management acitivities such as monitoring, directing, evaluation and rewarding represents useful ways for increasing the salesperson job satisfaction and organizational commitment. Motivating the sales effort ussually include three dimensions: intensivity, persistence and choice. By inspiring salespeople on greater job commitment, sales managers keep managerial tools to stimulate latent sales efforts and performance. Rewarding system based on »straight« salary result in unmotivated sales personnel who, in that case, connect their work engagement solely with realization of working hours not with realization of sales volume. Segmentation of sales force, grouping the salespersons according to their motivation needs and offering them diverse rewarding systems per each group, presents inovative approach to challenges of motivation the salespeople.
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MacKenzie, Scott B., Philip M. Podsakoff, and Michael Ahearne. "Some Possible Antecedents and Consequences of In-Role and Extra-Role Salesperson Performance." Journal of Marketing 62, no. 3 (July 1998): 87–98. http://dx.doi.org/10.1177/002224299806200306.
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The purpose of this study is to integrate the notion of extra-role performance with the current understanding of the relationships among salesperson job attitudes (job satisfaction and organizational commitment), role perceptions (ambiguity and conflict), in- and extra-role behavior, and turnover. The authors develop and test a theoretical model that specifies the relationships between in- and extra-role performance and salesperson job satisfaction, organizational commitment, role perceptions, and turnover using cross-sectional data from a large sample (N = 672) of commission sales personnel. The results generally indicate that performance and job attitudes mediate the relationships between role perceptions and turnover. However, the most notable aspect of the findings is that they are consistent with the hypothesis that in- and extra-role performance are intertwined, with in-role performance serving as an antecedent of job satisfaction and organizational commitment, and extra-role performance as a consequence of these two variables. The authors discuss the implications of these findings for sales research.
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Kurniawan, Jessica Claudia, and Yohanes Arianto Budi Nugroho. "PENGARUH EMPLOYEE CREATIVITY TERHADAP JOB PERFORMANCE YANG DIMEDIASI OLEH JOB SATISFACTION PADA KARYAWAN XYZ HOSPITALITY KOTA BANDUNG." Jurnal Manajemen 18, no. 1 (October 19, 2021): 54–64. http://dx.doi.org/10.25170/jm.v18i1.2266.
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The purpose of this study was to see the effect of employee creativity on job performance mediated by job satisfaction. This research was conducted at XYZ Hospitality Bandung City. Respondents in this study were 65 employees who worked in 5 (five) departments, namely Marketing & Sales, Personnel (Human Resource), Food & Beverage, Room Division, and Purchasing. The method used is Non-Probability / Non-Random Sampling. Data processing was performed using IBM SPSS Statistics 26 and Macro Hayes PROCESS software. The results of this study indicate that (1) employee creativity has a positive and significant effect on job satisfaction, (2) job satisfaction has no significant effect on job performance, (3) employee creativity has a positive and significant effect on job performance, and (4) employee creativity has no effect on job performance with job satisfaction as a mediating variable.
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M. Wren, Brent, David Berkowitz, and E. Stephen Grant. "Attitudinal, personal, and job-related predictors of salesperson turnover." Marketing Intelligence & Planning 32, no. 1 (January 28, 2014): 107–23. http://dx.doi.org/10.1108/mip-04-2013-0061.
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Purpose – To contribute to the understanding of how to manage turnover, the purpose of this paper is to determine if sales managers have the ability to predict high levels of propensity to leave (PL) from variables readily available in personnel records, and on commonly used employee surveys. Design/methodology/approach – The data used for the analysis of the study variables were collected from the sales forces of a total of ten firms across a variety of consumer and industrial product categories, resulting in a sample of 604 respondents. Data were analyzed via multiple discriminant analysis. Findings – The analysis and test results demonstrate that discriminant sets of attitudinal variables, personal characteristics, and aspects of the job can be identified and used to establish meaningful classifications of a salesperson's PL. Organizational commitment, satisfaction with pay, family status, job involvement, level of education, and compensation plan were all found to be significant. Analysis fails to support the existence of several attitudinal variables generally thought to be predictors of PL. Originality/value – The overarching implication to be drawn is that any effort to address salesperson turnover must be holistic, rather than limited to a narrow set of variables. These findings hold implications for sales management researchers and human resource/personnel managers.
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Venkatesh, Viswanath, Cheri Speier-Pero, Ruba Aljafari, and Hillol Bala. "IT Use and Job Outcomes: A Longitudinal Field Study of Technology Contingencies." Journal of the Association for Information Systems 23, no. 5 (2022): 1184–210. http://dx.doi.org/10.17705/1jais.00760.
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As information technology (IT) continues to be an integral yet evolving component in work settings, organizations need to ensure that they realize value from IT. Prior studies examining the post-adoption consequences of IT use in terms of employee job outcomes have been inconclusive with respect to the magnitude and direction of these impacts—i.e., the positive, negative, and nonsignificant impacts of IT use on job outcomes. The question of under what conditions IT use leads to favorable job outcomes over time thus remains largely unanswered. We develop a model of IT-related contingencies that integrates core constructs from the IT adoption research with two key job outcomes: job satisfaction and job performance. We hypothesize that in the post-adoption phase, technology-job fit is a key moderator of the relationships between IT use for supporting sales operations and job outcomes. Further, we suggest a theoretical extension of the classical predictors of IT adoption—perceived usefulness and perceived ease of use—as we expect them to moderate the effect of IT use on job performance over time. We tested our model in a longitudinal field study among 295 field sales personnel over a 24-month period. We found that although IT use had a negative effect on job satisfaction during the post-adoption phase, this effect was moderated by technology-job fit such that the negative effect was significantly attenuated by technology-job fit. We also found that perceived usefulness, perceived ease of use, and technology-job fit enhanced the positive effect of IT use on job performance. Our findings offer insights into the mechanisms and conditions related to the post-adoption impacts of IT use on key job outcomes.
Dissertations / Theses on the topic "Sales personnel Job satisfaction Australia"
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Webb, Ruth Sherrill. "An evaluation of job satisfaction among salespersons in a small department store using four psychological measures." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3109/.
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The purpose of this study was to examine the potential of three independent psychological scales (Rotter's Locus of Control, Karasek's Job Content Questionnaire [non-injury job stress], and Rosenberg's Self-Esteem Scale) to predict job satisfaction, as measured by Brayfield and Rothe's Index of Job Satisfaction, among salespersons in a small independent department store in Wichita Falls, Texas. An 82-item survey which examined the dynamics of a salesperson's work life was administered to 20 individuals who were full-time employees of the department store. Demographic data were also gathered although these factors were not entered into the regression analysis. A multiple regression procedure examined the responses of the 20 employees who participated in the study. The R-squared coefficient indicates that 41 percent of the variance in Job Satisfaction was explained by the three predictor measures. A major proportion of this unexplained variance may be in variables outside the scope of this study, e.g., salaries, vacation time, benefits, bonuses, or commissions. Results suggest that the independent variables measured by the Locus of Control Scale and the Job Content Questionnaire in combination were the best predictors of job satisfaction with a significance level of .01. The single best predictor was the Job Content Questionnaire, significant at .03. The three instruments (Locus of Control, Self-Esteem, and Job Content Questionnaire) which comprised the independent variables, reached a significance level of .03 in their prediction of job satisfaction (Brayfield-Rothe Index of Job Satisfaction). Study results indicate that a majority of the employees in the sample population were satisfied with their jobs and with the leadership style manifested by the store manager. In addition, job security was believed to be satisfactory. Inasmuch as there is a void in the literature regarding personal characteristics of salespersons as variables that interact with job satisfaction, comparisons of the findings of this research with other studies that have explored the intricacies of job satisfaction among salespersons who work in small, independent department stores cannot be made. Further research on the predictability of job satisfaction among salespersons in small, independent retail operations such as the department store investigated in this study would be useful not only to managerial staff in decision making and personnel management but would promote greater understanding of the personal characteristics of salespersons as human investment capital which has the potential to create the effective competitive edge required for survival in the new economy.
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Šeputytė, Neringa. "Darbuotojų darbo motyvacinės sistemos analizė ir jos tobulinimo galimybės (UAB "Omnitel" pavyzdžiu)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20090827_105937-43646.
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Efektyvus personalo valdymas galimas tik tada, kai tinkamai suprantama žmogaus poreikių ir vertybių sistema. Šiuo tyrimu siekta išsiaiškinti, kokios motyvacijos priemonės įmonėje panaudojamos efektyviausiai ir kurios aktualiausios darbuotojams. Tyrimo metu apklausus 109 salonų darbuotojus ir regionų vadovus, siekta išsiaiškinti, kurios motyvacijos priemonės labiausiai atitinka darbuotojų lūkesčius, ir kaip motyvaciniai darbuotojų poreikiai priklauso nuo demografinių veiksnių. Atlikus tyrimą nustatyta, kad svarbiausios UAB „Omnitel‘ darbuotojų motyvavimo sistemos problemos yra vadovų įvertinimo stoka, nepakankamos kvalifikacijos kėlimo galimybės, tai, kad atokesniuose regionuose darbuotojai neturi karjeros galimybių. Taip pat kai kurios darbo sąlygos (nuolatinis stresas, darbo programų dažni trikdžiai) kelia darbuotojų nepasitenkinimą darbu. Siekiant išspręsti šias darbuotojų skatinimo problemas, svarbu parinkti optimaliausius darbuotojų valdymo metodus, teisingai paskirstyti darbus, atsižvelgti į individualius darbuotojų poreikius ir savybes.Effective management of staff may only be when the human needs and values are properly understood. This study aimed to find out what motivates the company to use the most effective methods and which are concentrated in the workers. The study surveys 109 salons staff and regional leaders, sought to clarify the motivation of the most consistent with the expectations of employees, and motivating employees as the needs of demographic factors. The study found that the most important problem of UAB Omnitel’ employee motivation system is the lack of leaders assessment, lack of training opportunities, and the fact that the fringes do not have career opportunities for employees. Also, some operating conditions (constant stress, work programs, frequent interruptions) a workers' dissatisfaction with the work. To remedy these incentive problems, it is important to choose the optimal staff management methods, the fair distribution of work, to take into account the individual needs and characteristics.
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Hlungwani, Nyiko Tommy. "The influence of job satisfaction on burnout amongst sales representatives." Diss., 2006. http://hdl.handle.net/10500/1850.
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Sales representatives play a critical role in the development and sustainability of their business through the selling of products and services. Burnout inclined stress caused by low job satisfaction could adversely affect business development and survival. This study thus investigated the influence of job satisfaction on burnout amongst medical sales representatives.
Two measuring instruments were used namely the Smith, Hulin and Kendall (1969) Job descriptive index (JDI) and the Pines, Aronson and Kafry (1981) Burnout index (BI). This study was conducted amongst 139 sales representatives working for a generic pharmaceutical organisation.
Through a literature study, job satisfaction and burnout were defined, and a link determined between the two constructs. An empirical study revealed the relationship between job satisfaction and burnout.
The results indicated a negative correlation between job satisfaction and burnout. Conclusions and recommendations were made regarding the enhancement of job satisfaction and the management of burnout among sales representatives.Industrial & Organisational Psychology
M.A. (Industrial Psychology)
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Ho, Kuen-Mao, and 何昆懋. "A Study of Job Satisfaction, Human Resource Management, and Retaining Intention of the Real Estate Sales Personnel." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/4anz6b.
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碩士國立中央大學
企業管理學系
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The domestic real estate agency has started to boom in recent years. The personnel are the one of the most important elements in the real estate agency. A higher than average turnover rate remains the biggest challenge for this profession in spite of its seducing financial reward in terms of salary and bonus. This study aims to explore the relationships among real estate personnel’s job satisfaction, retention intention, and human resource management policy in terms of training, compensation policy and mentorship. Data were collected through the distribution of questionnaires to the employees in a certain real estate company in Taiwan. It is found that training program is positively related to employee’s job satisfaction. Compensation policy is positively related to employee’s job satisfaction. Mentorship is also positively related to employee’s job satisfaction. Last but not least, job satisfaction is positively related to employee’s retention intention. Managerial implication and suggestions for future research are thus discussed.
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Eggert, Gunhild Marlene. "Rewarding care : a theory of nurses' care provision." Phd thesis, 2013. http://hdl.handle.net/1885/150036.
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Australian nurses' job satisfaction has been investigated at intervals since the 1970s. From the year 2000 studies showed for the first time that nurses were dissatisfied with the quality of their care. In the preceding decade Australian State governments undertook reforms to significantly increase public hospitals' productivity. This thesis proposes that the definition of hospitals' product as 'discharged patients' contributed to changing hospitals' operations in such a way that nurses missed out on important job rewards. This thesis explores (1) the role nurses' satisfaction with their patient care plays in nurses' production function, (2) how the reforms instituted undermined nurses' ability to give the care they perceived as meeting professional standards, and (3) how restoring nurses' satisfaction with care returns double dividends to nurses' employers in terms of improved nursing productivity and better patient outcomes. The policy makers who designed the reforms to increase public hospitals' productivity understood hospitals' production function to be analogous to factories' production of goods. This conceptualisation overlooks that hospitals' mix of outputs consists mainly of services delivered directly to patients. It is difficult to gain efficiencies in the production of direct services through a reduction of labour inputs because (1) labour inputs become service outputs, and (2) services are produced and consumed simultaneously. Because nurses' product is the service of providing patient care, reductions in nurses' time and skill per patient frequently diminish the quality of nursing care, reducing nurses' job satisfaction. Nurses' job satisfaction results from the size of their aggregate rewards, both extrinsic and intrinsic to nursing work. Empirically, nurses' perceived quality of their care is shown to make the greatest contribution to nurses' job satisfaction. Nurses derive intrinsic job returns in terms of meaning and enjoyment gained from attending to their patients. Nurses' perceived drop in the quality of care reduces their intrinsic job rewards, explaining nurses' poor professional morale discovered by the studies undertaken from the year 2000. For hospital administrators, nurses' low levels of returns on their care giving are of concern because these intrinsic returns have an incentive effect on nurses' care performance. The more care a nurse gives, the more intrinsic returns she generates. Highly vocationally committed nurses earn the best care-giving returns. Sustaining committed nurses' care performance matters to employers because the care these nurses give informally sets high standards for their team. The incentive effect of nurses' care giving is of further significance to employers because nursing work is difficult to supervise and extrinsic motivators, such as monitoring, are very costly to apply. However, strategies to increase nursing productivity can be carefully designed to take account of the nature of nurses' care product and/or to decrease barriers to nurses' care giving. In this case employers can enjoy the double dividends of nurses' sustained high output of care and good patient outcomes. Other policy approaches to restoring nurses' intrinsic rewards include (1) the incremental improvement of quality of patient care, (2) giving nurses organisational voice, and (3) providing formal recognition for excellence in nursing care.
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Vipond, Maureen. "A study of staff satisfaction in two call centres." Thesis, 2000. https://vuir.vu.edu.au/18221/.
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The Telecommunications industry has undergone significant changes during the
1990's. In Australia, deregulation has strongly impacted upon organisations
competing within the industry. Telstra, Australia's largest telecommunication
company has been challenged to improve its organisational performance, increase its
competitiveness and improve organisational effectiveness in order to manage change
effectively.
In response to global competition, political and economic changes Telstra has
downsized to ensure that it survives and achieves value for all stakeholders.
This study investigated:
• what interventions Telstra used at the time of and following downsizing
• whether these interventions were designed to ensure employee commitment and
loyalty and staff satisfaction
• current levels of commitment and loyalty at two Telstra Call Centres
This study takes the form of both qualitative and quantitative research in the form of a
comparative study between two Call Centres and analyses its impact upon call centre
staff. A questionnaire was designed and distributed to employees in city and regional
call centres. The results were discussed and analysed in reference to the current
literature and extend upon the work done by Brockner (1992) and Cameron (1994) for
example.
This study will provide a valuable guide to all organisations planning large scale
change and in particular will help Telstra to better plan their downsizing and change
management programmes.
Books on the topic "Sales personnel Job satisfaction Australia"
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Mulky, Avinash G. An exploration of salesperson job satisfaction in India using P-E fit constructs. Bangalore: Indian Institute of Management Bangalore, 2011.
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Selling at the next level. 2nd ed. [Irving, Tex.]: Gullwing Pub., 2010.
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A comparison of occupational stress and related variables among salespersons, clerical staff, service technicians, and managers of the Mid-Ohio District of the Xerox Corporation. 1991.
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A comparison of occupational stress and related variables among salespersons, clerical staff, service technicians, and managers of the Mid-Ohio District of the Xerox Corporation. 1992.
Find full textBook chapters on the topic "Sales personnel Job satisfaction Australia"
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Zhou, Yanghua. "Expatriate Satisfaction and Motivation in Multinational Corporations." In Global Market and Global Trade [Working Title]. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.97046.
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Employee satisfaction and motivation have an important influence on individual employees and the performance of companies. In international business and marketing, where expatriates play important roles, regional cultures and institutional factors impact their satisfaction and motivation. This chapter aims to find out what kind of regional cultures and institutions have an impact on employee satisfaction and motivation in multinational corporations (MNCs), using theoretical analysis and the results from around 100 Japanese expatriates’ questionnaires. It was possible to find the satisfaction and motivation-related characteristics of expatriates in MNCs from the results of their interviews and the questionnaire survey, which indicated that Japanese expatriates working in the USA, Singapore, and Indonesia had a higher job satisfaction degree than those working in cultural regions, such as China, Taiwan, and Australia. Moreover, the results showed that compared with other industries, in the sales and marketing industry, the Japanese expatriates had the lowest satisfaction degree after repatriation, although their satisfaction degree was higher during expatriation and after a career change. The reasons relating to regional cultures and institutions, and some methods and human resource management practices in international marketing and trading that were analyzed are expected to raise expatriates’ satisfaction and motivation.
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Prause, Christian R., Marc Jentsch, and Markus Eisenhauer. "MICA." In Mobile and Handheld Computing Solutions for Organizations and End-Users, 149–73. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-2785-7.ch009.
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Thousands of small and medium-sized companies world-wide have non-automated warehouses. Picking orders are manually processed by blue-collar workers; however, this process is highly error-prone. There are various kinds of picking errors that can occur, which cause immense costs and aggravate customers. Even experienced workers are not immune to this problem. In turn, this puts a high pressure on the warehouse personnel. In this paper, the authors present a mobile assistance system for warehouse workers that realize the new Interaction-by-Doing principle. MICA unobtrusively navigates the worker through the warehouse and effectively prevents picking errors using RFID. In a pilot project at a medium-sized enterprise the authors evaluate the usability, efficiency, and sales potential of MICA. Findings show that MICA effectively reduces picking times and error rates. Consequentially, job training periods are shortened, while at the same time pressure put on the individual worker is reduced. This leads to lower costs for warehouse operators and an increased customer satisfaction.