The role of overload on job attitudes, turnover intentions, and salesperson performance ☆

By Eli Jones, L. Chonko, Deva Rangarajan, James A. Roberts. 2007

296 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/49860e3f4b6e561ecd652ff046759c69272618de

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

A study of job stress and turnover tendency among air traffic controllers: The mediating effects of job satisfaction (2013, background): “Previous studies (Hersey and Blanchard, 1988; Gaither et al., 2008; Jones et al., 2007; Ortqvist and Wincent, 2006; Chen and Silverthorne, 2008) have indicated that job stress is the most significant determinant of both job satisfaction and the intention to quit.”
Salesperson ambidexterity and customer satisfaction: examining the role of customer demandingness, adaptive selling, and role conflict (2017, methodology): “In addition, we incorporate customer demandingness as a contingency variable (Jaramillo, Mulki, and Boles 2013; Jones et al. 2007) to help shed light onto how customer expectations shape these relationship.”
Quality of Work Life and Turnover Intention: A Partial Least Square (PLS) Approach (2013, background): “However, past researchers have highlighted that job characteristics could be viewed differently between those at their early career stage and at the later stage and hence it formed the uncertainty inherent in matching individual abilities with those demanded by the job (Jones et al. 2007).”
Technostress: negative effect on performance and possible mitigations (2015, background): “Self-efficacy is particularly important in the sales area and viewed as crucial to success, as salespeople face challenges that are rarely present in other careers areas to the same degree, such as frequent rejection and intense competition (Jones et al., 2007).”
Why Do Salespeople Quit? An Empirical Examination of Own and Peer Effects on Salesperson Turnover Behavior (2017, background): “The topic of turnover in sales force management research is more than two decades old (e.g., Futrell and Parasuraman 1984; Johnston et al. 1988; Jones et al. 2007); however, empirical work investigating turnover behavior (as opposed to turnover intention) is limited.1 The main goal of this research…”
Examining the Impact of Servant Leadership on Salesperson’s Turnover Intention (2009, background): “In view of this, studying salesperson’s retention remains an important research priority (e.g., Darmon 2008; Jones et al. 2007; Pettijohn, Pettijohn, and Taylor 2008).”
The Moderating Role of Ethical Climate on Salesperson Propensity to Leave (2010, background): “Since their work, several sales studies (e.g., Boles, Johnston, and Hair 1997; Jones et al. 1996; Mulki, Jaramillo, and Locander 2006; Naumann, Widmier, and Jackson 2000) have confirmed a negative relationship between salespeople’s job satisfaction and propensity to leave, including salespeople in…”