• The Journal of the Korea Contents Association
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• v.16 no.2
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• pp.45-56
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• 2016

This study explains about a phenomenon where the structure of the compensation plan for a single salesperson may vary as he/she gains experience. Unlike past studies that implicitly assume the limited effect on salesperson's experience, our result predicts that a salesperson will make an effort at every period early in his/her career without any commissions in order to gain experience. However, if one cannot expect any marginal returns of accumulated efforts, the sales manager must provide commissions on the high volume of sales at each period, to facilitate a high effort of a salesforce at earlier periods. Our paper provides important implications about dynamics in the compensation plan, which has not been addressed in the past studies but has frequently been witnessed in practice.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.2
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• pp.249-260
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• 2020

This study aims to explore the role of Khan's engagement dimension previous study in mediating the relationship between work-life balance and in-role and extra-role performance of salesforce. To measure the data, a quantitative approach conducted through a survey of the sales force in the financial services industry sector in Makassar City, Indonesia. We determine the sample by using purposive sampling technique, and a total of 188 salesforce respondents. SEM-PLS with the second-order model was applied to test the measurement model and the mediator role of the engagement. The results show that the engagement dimension fully mediates the effect of work-life balance on both in-role and extra-role performance direct or indirect effect. the findings in this study also address the great concern of both individuals and organizations that the antecedents of the work-life balance variable are fundamental reasons for improving performance. The results of this study indicate that the work-life balance program positively influences engagement. Overall, we can conclude that commitment not only serves as a means for employees to fulfill formal job requirements. This can also encourage them to take action that goes beyond the precise requirements of their work by presenting them physically, emotionally, and cognitively in the work environment.

• Asia Marketing Journal
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• v.11 no.3
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• pp.125-149
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• 2009

Many studies have been conducted to find the causal factors that influence salesforce performance and turnover behavior. This study focuses on the turnover intention of salesperson. Specifically this study argues that the causal relationship among job performance, job stress and turnover intention will be mediated by job conflict of salesperson. We develop the hypotheses from the conceptual framework and empirically test them for the salespersons of lifetime insurance companies. Based on the previous studies and conceptual framework developed in this study, we derive 8 hypotheses. <Figure 1> shows the conceptual framework from which hypotheses are derived. Hypotheses for the empirical test are as follows: H1: Job performance will have negative impact on the turnover intention. H2: Job performance will have negative impact on the job conflict. H3: Job stress will have the positive relationship with the turnover intention. H4: Job stress will have the positive relationship with the job conflict. H5: Job conflict will have the positive relationship with the turnover intention. H6: The negative impact of job performance on the job conflict will be moderated by job education/training. H7: The positive impact of job stress on the job conflict will be moderated by job training. H8: The positive impact of job conflict on the turnover intention will be moderated by the switching costs. To test the 8 hypotheses, we estimate the level of fitness and parameters of structure equation model by using AMOS 5.0. <Table 1> shows the results of empirical tests for hypotheses. <Table 2> shows the moderating effect of job training. <Table 3> shows the moderating effect of switching costs. This empirical study finds interesting results. The job training has the moderating effect on the causal relationship between job performance and job conflict. But it is found that the job training has not the moderating effect on the causal relationship between job performance and job conflict. These results may be due to the fact that Korean insurance company mainly focuses on training of the job skill and knowledge, not motivational elation of salesforce.

• Proceedings of the Korean Association for Survey Research Conference
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• 2005.12a
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• pp.221-245
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• 2005

This research introduced the concept of 'alternative attractiveness' derived from the social exchange theory to the research model predicting turnover intention among salesforce. By doing so, we tried to broaden the understandings of relationship between salesperson job attitude and salesperson behavior. We collected and analysed the data from the survey on the 178 salespeople employed at the life insurance companies. We found the alternative attractiveness to be a significant antecedent of the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also found that the salesforces are less attracted to the alternative if they are more satisfied with their jobs. Finally, this research can be a seminary work with the relational perspective for the studies of salesforce management.

• Journal of Global Scholars of Marketing Science
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• v.8
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• pp.111-138
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• 2001

Currently marketing researchers are investigating the causal variables affecting to salesforces' performances. Some researchers found personal and organizational affecting variables as well as structural context of variables. But almost affecting variables examined in salesforce performance researches are personal characteristics. Such organizational variables like leadership, organization's market orientation would be worth to examine in salesforce performance researches. Thus this research is intended to analyze effects of personal and organizational characteristics on salesforces' performances. Data for this research were elicited from sales representatives of motor companies. Data collected were analyzed by regression analysis using SPSSWIN Ver.10.0. The following are major findings of this research. 1. Leadership whether transformational or transactional affected on salesforces' performances. But it was not accepted that transformational leadership would be superior than transactional leadership. 2. Market Orientation of organization affected on its salesforces' performances. 3. Personal characteristics such as need for achievement, compensation predispositon, self efficacy, learning goal orientation were affect on salesforces' performances. But it found that effects of intrinsic compensation predisposition on salesforces, performances were reverser (-). Based on the above findings, the following conclusion could be drawn: 1. Organizational variables like leadership and market orientation are key managerial variables in the sales organization, meaning that sales manager development and organization's market-driven culture are important. 2. Through recruiting and educating, raising salesforces' self-esteem is necessitated.

• Journal of Distribution Research
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• v.9 no.2
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• pp.45-73
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• 2004

The goal of this study is to broaden our understanding about the antecedents for job turnover intention of salesforces. In addition to the previously studied antecedents such as job performance, satisfaction, organizational commitment, in this study we are particularly interested in the variable of alternative attractiveness which is often studied in social exchange theory, Thus, we suggest a model with a new antecedent for job turnover intention by introducing alternative attractiveness. We collected and analyzed the data from the survey on the 178 salespeople at the life insurance companies. We find the alternative attractiveness as an significant antecedent for the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also find that the salesforces are less attracted to the alternative if they are satisfied with their works, Therefore, we believed this research can be a seminary work with the relational perspective for the studies of salesforce management.

• International journal of advanced smart convergence
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• v.10 no.4
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• pp.72-83
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• 2021

The use of the predictive analytics (PA) powered by the artificial intelligence (AI) is more important in the movie sector during the COVID-19 pandemic, because Hollywood witnessed the impact of the 'Netflix Effect' and began to invest in data and AI. Our purpose is to discover a few cases of the AI centered PA in the movie industry value chain based on five objectives of PA: Compete, grow, enforce, improve, and satisfy. Even if movie companies' interest is to predict future success for competing with over-the-tops (OTTs) at a first glance, it is observed, once they start to use the PA with the AI, they try to utilize the enhanced PA platforms for remaining four objectives. As a result, ScriptBook, Vault, Pilot, Cinelytic and Merlin Video (Merlin) are use cases for the objective 'compete.' Movio of Vista Group International and Datorama of Salesforce are use cases for the objective 'grow.' Industrial Light & Magic (ILM) and Geena Davis Institute on Gender in Media (GDI) with Disney are use cases for the objective 'enforce.' Watson, Benjamin, and Greenlight Essential are use cases for the objective 'improve.' Disney Research (DR) with Simon Fraser University and California Institute of Technology is the use case for the objective 'satisfy.'

• Journal of Information Technology Applications and Management
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• v.28 no.4
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• pp.59-78
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• 2021

Mobile Grocery Shopping (MGS) has become the New Normal as the COVID-19 pandemic has changed the way consumers shop. Drawing on the framework of Customer Journey Map (CJM), this study explores consumers' MGS by identifying specific stages of Customer Journey and comparing consumers' satisfaction between PC-based online and mobile shopping experiences at each stage throughout the journey. This study collected 562 responses from subjects who have mobile and PC-based grocery shopping experiences at the major domestic e-Commerce platforms. Independent t-test analysis showed that differences in satisfaction between mobile and online shopping experiences exist in 5 main stages and 16 sub-stages of CJM. The results of service and technological innovation mentioned in the actual industry report were seen as empirical results leading to continued use of MGS as well as customer satisfaction. The findings of this study contribute to the research stream on Customer Journey by adopting the structure of CJM and analyzing specific stages of the journey in the context of MGS. Managerial implications for mobile-based business practitioners are also discussed.

• International Area Studies Review
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• v.12 no.3
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• pp.89-109
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• 2008

Using hybrid channel affords the benefits of achieving control through the direct channel and achieving flexibility through the indirect channel. However, using a hybrid channel also poses special challenges to a manufacturer, including the problem of managing multiple channel members with disparate goals and priorities. The purpose of this study is to enhance our understanding on the management of hybrid channel. We study marketing channels for fashion apparel to examine governance challenges and solutions of a hybrid channel. We have two objectives to fulfill that purpose. First, we aim to tie two largely separate research streams of salesforce management and marketing channel management together by examining both intrafrim governance and interfirm governance issues under one conceptual framework. Second, we aim to lay a ground work for rigorous further research on this topic by tying two major theoretical approaches of governance together under one conceptual framework. Our predictions were tested with data from the survey of apparel manufacturers and retailers. The analysis results support the predictions moderately.