Abstract

This study provides a framework depicting the evolution of studies on the functions of boards of directors and their impact on firm performance. Four theories-legalistic, strategic choice, agency, and stewardship theory-are linked to describe the relationships in the evolution process underlying this phenomenon. From this review, directions for future research are identified.

Abstract

From a methodological point of view, the study of best management practices provides an interesting inductive method for those who wish to get closer to the art and science of managerial practice. In a sectoral sample of 40 large and successful companies in SriLanka, a group of researchers surveyed the current management practices and how they contributed to company performance. This paper summarizes the conceptual, methodological and operational aspects of the study on the five best management practices.

Abstract

This paper examines barriers to growth and employment in Finnish small enterprises. The study presented in the paper consists of qualitative and quantitative stages, of which the qualitative part is introduced. Different factors affecting growth and employment were gathered by interviews of experts in the field of counselling and other services directed to SMEs, entrepreneurs with experiences on growth and employment as well as self-employed
entrepreneurs. The interviews were conducted with the Davidsson’s framework on growth, which considers entrepreneur’s ability, need and opportunity as factors affecting growth motivation. The results of interviews compose basis for a survey, with which frequency of different barriers for growth and employment will be studied in Finland.

Abstract

Using survey data (n = 205) obtained from retail managers and executives of national retail chain store companies, we identified three leadership styles that were based on Quinn’s theoretical model of competing leadership roles. Three leadership clusters, labeled loner/ internal-focused, team builder/goal-oriented, and conceptual producer/ external-focused, were identified through the use of a clustering technique. These three clusters were then compared on the basis of personal, organizational and managerial characteristics, using multivariate and univariate analyses of variance. The findings indicate that leadership styles are influenced by various factors such as personal values, job characteristics, job satisfaction, organizational commitment, career progression, and personal demographic characteristics. Theoretical and managerial implications are discussed.

Abstract

Building on the early conceptual work of Lee and Cadogan (2000), this paper outlines the
development of measuring scales for three sales manager problem resolution styles, namely: sales manager responsiveness, sales manager caring, and sales manager aggressiveness. The paper first provides a general introduction and theoretical primer to the topic of sales manager problem resolution styles. This is followed by a discussion of the research methods, which consisted of a questionnaire-based study of UK sales reps. Subsequently, the data analysis is described. Here, the results of exploratory and confirmatory factor analysis are discussed. Implications and directions for future research are then presented.

Abstract

Observes that previous research on the value and effect of supervisory feedback has focused on the recipient of the feedback (the salesperson). The research reported in this article examines the feedback construct from the provider’s perspective (the sales manager) Explores the relationship between Sujan’s failed sales effort attribution model and the feedback provided typology developed by Jaworski and Kohli. The results confirm a direct relationship between failed sales effort attributed to poor strategy and positive feedback directed to salesperson behavior. A direct relationship is reported between the failed sales effort attributed to lack of effort (or intensity) and negative feedback provided by the sales manager that is directed to the salespersons output.

Abstract

Organizational culture has been shown to influence the success of knowledge management practices. Hofstede's theory specifies that organizational culture is not independent of national culture. A case study of an international subsidiary was conducted to explore the extent to which knowledge sharing is dependent on national culture. Results indicate that language diferences can create knowledge blocks, and cross-cultural differences can explain the direction of knowledge flows.

Abstract

This paper addreses the critical role leadership plays in the implementation and facilitation of knowledge management activities. Leadership is particularly important for organizations willing to 'evolve' their culture to a knowledge-supporting culture. Organization culture has been identified as the main impediment to knowledge activities, and therefore leaders should model the proper behaviors causing culture to evolve in a way that enables and motivates knowledge workers to create, codify, transfer, and use and leverage knowledge. In the literature this leadership behavior is referred to as 'leading through a knowledge lens'. Leading through a knowledge lens has some special characteristics since it is dealing with knowledge workers having specialized expertise. Leading them can be done only by intellectual power, conviction, persuasion, and interactive dialog. It requires skills taht build confidence and engagement. Therefore, leaders should establish trust and commitment that will help the knowledge organization to achieve its knowledge and business goals.

Abstract

The authors investigated the moderating effect of sales experience on the relationship between salespeople’s procedural knowledge and their performance, using a sample of 108 salespeople working at three car dealerships in Japan. Moderated regression analyses suggested that the more experience salespeople gain, the stronger the relationship between procedural knowledge and performance becomes. The results provide some support for the hypothesis that the sales experience moderates the relationship between procedural knowledge and performance, which is consistent with Anderson’s (1982, 1983) model and the ten-year rule of necessary preparation in expertise research. The results also suggest that a high-performing sales expert has customer-oriented and active selling knowledge. Theoretical and practical implications of these findings in managing salespeople are discussed.

ABSTRACT

This study integrates and expands two models of organizational support perceptions, job
attitudes, effort, and employee behavior (i.e., Brown & Leigh, 1996; Netemeyer, Boles, McKee, & McMurrian, 1997). An integrated model was hypothesized, in which Perceived Organizational Support and Perceived Opportunity for Reward impacted job satisfaction, organizational commitment, and job involvement, which in turn influenced effort (work intensity and time commitment), which subsequently impacted Organizational Citizenship Behaviors (OCBs) and in-role performance. Employee – supervisor dyads were surveyed (n = 279), and structural equation modeling was used to test the hypothesized model and several alternative models. Results indicated that the hypothesized model fit the data well, and fit better than several a priori developed alternatives. Inspection of specific parameter estimates indicated that POS and POR impacted job satisfaction, job involvement, and affective organizational commitment. In turn, job satisfaction influenced work intensity, whereas job involvement influenced time commitment. Contrary to predictions, employee effort did not significantly impact inrole performance or OCBs. Limitations, contributions, and practical implications are discussed.

Abstract

This study analyzes the mediating roles of service image, job satisfaction and organizational commitment regarding the relationship between service orientation and business performance. In order to analyze the data collected from 596 respondents in 184 hotels, the structural model was analyzed with Lisrel 8, while it was discovered that service orientation was defined as customer focus, employees empowerment, service leadership, service rewards/incentives, service training/technology, service prevention, and service standards communication. The empirical results and implications are as follows. First, service image has a significant mediating role in the relationship between service orientation and business performance. Second, job satisfaction has a significant mediating role in the relationship between service orientation and business performance. If customer- contact service employees perceive a hotel to have high service orientation, they will have greater job satisfaction, and the greater the job satisfaction of the employees, the greater the business performance. This brings us to the managerial implications of this research. Therefore, hotel firms must take a greater interest in their internal marketing methods to improve job satisfaction and service image.

Abstract

This study examines the relationship between aptitude, skill level, role perception and personal factors towards salesperson performance. The bulk of the earlier research has been conducted in the developed countries, mostly American environment. A sample of 103 respondents were used in this study. The three independent variables investigated, all of them, skill/role perception, aptitude and personal factors turned out to be significantly related to the salesperson performance. Skill/role perception is found to be the most important variable in explaining the variance in salesperson performance. The results of this study would enhance the understanding of the determinants of salesperson performance for organizations in Malaysia which could be used as a guide line to increase their salespersons’ performance. At the same time, it is also hoped that this study will encourage further marketing studies that are still comparatively lacking in Malaysia.

Abstract

This paper presents a framework for examining organizational roles of the sales people in
network marketing context. The paper suggests that sales people role definitions should be
broadened in response to changes in business environment. Performance measures in network type of environment should be re-evaluated, and in addition to sales related performance emphasis should be placed on networking behaviors supporting performance of actors within the network.

Abstract

Although more than 30 years of research has established the power of word-of-mouth (WOM), little work has focused on how it could be managed more effectively. This study examines how incentives would work to actively encourage WOM, and how incentives would potentially interact with other variables that have been shown to drive WOM. In particular, an experiment was conducted to examine the impact of incentives, tie-strength, and satisfaction on WOM behavior. Consumer deal proneness was investigated using a quasi-experimental design. Suggests from the findings that satisfaction does not necessarily increase the likelihood of WOM being generated. Shows incentives to be an effective catalyst to increase the likelihood of WOM being generated by satisfied consumers and tie strength to be an important variable in explaining WOM behavior. Suggests from the findings that deal prone consumers generate more WOM, independent of incentives. The findings have important implications, and suggest that satisfied customers are a necessary but not sufficient condition for getting positive WOM, and that incentives may be an effective way to get satisfied customers to recommend a firm. Furthermore, incentive programs targeted at strong ties are likely to be more effective than those targeted at weak ties, provided customers are genuinely happy with the service provided.

Abstract

Today, firms are expending great effort in evaluating markets, modes of entry and logistics. However, the management of retail sales personnel in the foreign-based retail establishments has not been properly investigated. Overall, sales management research in the international arena is limited. The purpose of the study reported here is to empirically examine a model of performance, satisfaction, commitment and turnover amongs retail salespeople in Romania. First, we present a review of the literature related to the theoretical model to be tested. Secondly, the methods section provides details of the survey design, measures, and the sample. The third section describes the analysis and results, and this is followed with a discussion of the results. Suggestions for future research are outlined.