• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.388-408
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• 2021

Recently, the importance of B2B CSR is being highlighted. Meanwhile, in B2B marketing, salesperson is widely recognized as a key resource influencing supplier firm performance. Therefore, the author paid attention to the role of supplier CSR reputation in customer-salesperson interaction process. So, this study collected dyadic data from 161 B2B purchasing managers and salespersons interacting with them. For customers, a supplier CSR reputation increased customer citizenship behavior and customer long-term orientation. With salespersons, they experienced less burnout due to interacting with customers having higher customer citizenship behavior and long-term orientation. Moreover, the results confirmed that a supplier CSR reputation lowered salespersons' emotional exhaustion through two serial-multiple mediation paths. This research verified that customers' perception and responses to supplier's CSR significantly influence B2B salesperson burnout.

• The Journal of the Korea Contents Association
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• v.18 no.1
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• pp.90-107
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• 2018

The purpose of this study is to specify a structural relationship among learning goal orientation(LGO), creativity, working smart, working hard, and work performance of salespersons, verify the direct and indirect effect of variables, and examine impacts of the five factors at the same time. Also, this carried out the study to understand the relationship between the salesperson's creativity and work performance. This study targeted for salespersons who were working in various industries and total 588 were participated via on-line. According to the study, the result is as follows. First of all, There are direct effects among LGO, creativity, working smart, and work performance. However, working hard didn't have any direct effect with any other variables. Creativity and working smart have indirect effects on the relationship between LGO and job performance. In addition, the mediating effect of the model with creativity was higher than that of the model without creativity. Therefore, creativity is an individual competency that should be continuously developed to improve the work performance of a salesperson.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.177-187
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• 2016

The purpose of this study is to look into the influence of salesperson's human networking and knowledge on its job in an insurance company in its performances and to suggest how to effectively manage and develop salespersons. For this study, 305 salespersons participated in a questionnaire survey and we used T-TEST to analyze the data. The results are as follows. Its performance is positively influenced by salesperson's networking and knowledge on its job. In term of moderating effect on the attitude for its job, making efforts to organize networking was rejected, however the attitude for retaining their networking positively affected to the performance. As a result, the higher the level of salesperson's knowledge and networking is the higher its performance. To increase competitiveness, an insurance company has a strategy for the support to organize networking and the training of salespersons to become high performers.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.521-529
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• 2020

This paper attempted to empirically analyze whether or not ethical behavior at the individual level has a positive effect on both companies and employees. In addition, based on the social exchange theory, a hypothesis was established that perceived supervisory support has a positive moderating effect on the relationship between ethical behavior, job satisfaction, and job performance. As a result of analyzing a questionnaire given to 238 sales employees, It was first verified that ethical behavior by sales staff had a positive effect on job satisfaction and performance, as expected in the hypothesis. Second, the moderating effect of perceived supervisory support was significant only in the relationship between the ethical behavior of the salesperson and job performance. On the other hand, the moderating effect of perceived supervisory support on the relationship between ethical behavior and job satisfaction was not verified. Based on the results of this study, the implications and future directions of study are presented.

• Journal of Digital Convergence
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• v.15 no.12
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• pp.195-202
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• 2017

Previous studies on salesperson's performance have concentrated on increasing job satisfaction through compensations and benefits or effective communication processes and have not sufficiently considered the emotional aspect of salesperson's selling behaviors. The purpose of this study is to investigate informal learning and positive psychological capital on the relationship between job satisfaction and customer orientation of IT salespeople. Data were collected from 159 IT salespeople and analyzed by structural equation modeling (SEM). As a result, it was found that the informal learning of IT salesperson had a significantly positive impact on positive psychological capital. Positive psychological capital was significantly affect on job satisfaction and customer orientation. Positive psychological capital mediated the relationship between informal learning and job satisfaction/customer orientation. The results of this study suggest that there is a need to develop informal learning based on positive psychology and to strengthen the reflected job satisfaction and customer orientation.

• Proceedings of the Korea Information Processing Society Conference
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• 2013.11a
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• pp.1669-1672
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• 2013

영업 관리 시스템이 발달함에 따라 모바일 단말기를 이용하여 영업비용 절감, 고객 접점 및 영업 활동 강화에 대한 연구가 진행 중이다. 기존의 영업 관리 시스템은 영업사원이 기업에게 하나의 단말기를 제공받아 영업 활동을 하며 관리자가 이를 모니터링 할 수 있는 기능을 제공하는 시스템이다. 이를 통해 관리자는 영업사원의 업무 활동을 시스템을 통해 관리할 수 있다. 그렇지만 최근 다양한 모바일 기기가 등장함에도 불구하고 기존의 시스템은 다양한 디바이스를 지원할 수 없고 맵 기반의 지오로케이션을 통한 활동 분석의 부족함이 있다. 또한 관리자가 영업 사원의 업무 활동에 따른 예상 위치와 통계 정보를 알 수 없다는 한계가 있다. 본 시스템에서는 반응형 웹과 지오로케이션을 적용하여 다양한 디바이스 환경에서도 서비스를 제공하며, 영업 사원의 이동 경로를 정확하게 파악할 수 있다. 또한, 과거의 업무 시간과 이동 시간 데이터를 이용하여 영업 사원의 미래 위치를 예상하고 업무량에 대한 통계 기능을 추가하여 시스템의 편리성을 높인다.

• 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.

• 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.

• 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.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.11
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• pp.182-190
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• 2018

Many pharmaceutical companies operate the SFA system to support salespeople. The SFA system is used for various behaviors of salespeople. However, there is a lack of empirical analysis on the performance of SFA in Korea. The purpose of this study is to investigate the utilization of SFA system and the non - financial performance of SFA system. The subjects of the survey were 347 pharmaceutical community members who consisted of pharmaceutical salespeople and surveyed online for 18 days from March 13, 2018 to April 30, 2018. and the effective response rate was 23.1% (80/347). The analysis shows that the higher the level of SFA system utilization, the higher the non - financial performance. By type of company, the utilization level of multinational companies was higher than that of domestic companies. Among the SFA utilization level items, 1.47 points (3.65, 2.18) were higher than the domestic companies in terms of the support service items. Among the SFA performance items, foreign companies were 1.47 points (3.16, 1.69) Respectively. This suggests that the SFA development and operation method of the domestic company focuses on the management service rather than the support service for the salesperson and the customer satisfaction. Through this study, it is considered that domestic companies should strengthen sales person support and customer satisfaction information providing function when operating SFA system.