The influence of organizational and functional support on the development of salesperson job satisfaction

Pomirleanu, Nadia; Mariadoss, Babu John

doi:10.1080/08853134.2014.988716

Cited by 16 publications

(7 citation statements)

References 90 publications

(121 reference statements)

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“…The authors investigated about the stability of the dissatisfaction forms over a period of time by contenting it to a five-month period with emphasis on assessing their relationship with well-being, motivation and (self-reported) performance. Pomirleanu and Mariadoss (2015), investigated about the influence of organizational and functional support on the job satisfaction of salespersons. Their findings are in line with social exchange theories that lay emphasis on the principles of reciprocation, highlighting the intention of the employees who feel supported by the organization.…”

Section: Job Satisfaction (Js)mentioning

confidence: 99%

An Empirical Study of the Relationships Between the Flexible Work Systems (Fws), Organizational Commitment (Oc), Work Life Balance (Wlb) and Job

Gudep¹

2019

IJM

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The research study examines the relationships between the flexible work systems (FWS), organizational commitment (OC), work life balance (WLB) and job satisfaction (JS) for the teaching staff in the United Arab Emirates (UAE). The respondents are chosen from the accredited colleges in the United Arab Emirates (UAE) by convenience sampling method from the cities of Sharjah, Dubai, Abudhabhi and Ajman. They differed in terms of gender, qualifications, tenure of work, department and also the nature of work. A suitable conceptual framework was developed and the proposed model illustrates that flexible work system (FWS) is thought to have an influence on both organizational commitment (OC) and work life balance (WLB). It has been proposed that WLB significantly mediates the relationship between flexible work system and job satisfaction. It is also anticipated that WLB significantly mediates the relationship between organizational commitment (OC) and job satisfaction (JS). A sample size of 224 was chosen and a structured questionnaire was used for collecting the data from the respondents in UAE. The questionnaire consists of 34 statements and they are rated on a likert scale of 1 to 5. For this study, statistical tools like confirmatory factor analysis (CFA) and structural modeling equation (SME) methods have been used through SPSS (version-25) and AMOS (version-25) for assessing the nature of relationships that existed between the studied variables (34 statements in the questionnaire). Prior to testing through structural equation modeling (SEM), the most fundamental criteria tests such as normality and confirmatory factor analysis (CFA) were conducted. As normality was established, the factor loadings were extracted by the procedure of CFA. The results from the data analysis indicated that all the hypotheses are supported and it facilitated for the acceptance of the proposed model. Thus, flexible work system (FWS) had direct effect on organizational commitment (OC) and it also had direct effect on work life balance (WLB). Similarly, organizational commitment (OC) is positively related to work-life balance (WLB). Consequently, the work life balance (WLB) displayed positive relationship towards job satisfaction (JS). The results of mediation analysis revealed the indirect effect of flexible work system

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Section: Job Satisfaction (Js)mentioning

confidence: 99%

An Empirical Study of the Relationships Between the Flexible Work Systems (Fws), Organizational Commitment (Oc), Work Life Balance (Wlb) and Job

Gudep¹

2019

IJM

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“…These leаders exhibit humility, they show concern for the greаter good, endeаvor for impаrtiаlity, they аre responsible аnd respect eаch аnd every individuаl. Pomirleanu and Mariadoss (2015) point out that trust has been tied to different attitude outcomes of one's job satisfaction, organizational performance and organizational commitment. Аwаmleh (2013) noted thаt trust hаs а positive effect on employee commitment, employee job sаtisfаction аnd performаnce.…”

Section: Literature Reviewmentioning

confidence: 99%

Influence of idealized influence on employee job performance in the insurance industry in Kenya

langat¹,

Linge²,

Sikalieh³

2019

IJRBS

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The research objectives of this study were two. The first one was to determine the influence of idealizing influence on employee job performance. The second objective of the study was to determine if employee work value congruence moderated the relationship between transformational leadership style and employee job performance. This study adopted the positivism research philosophy and correlation research design. The target population of the study was 676 lower-level managers from 52 insurance companies operating in Kenya as of 2017. A sample size of 245 was drawn using a stratified random sampling technique and systematic sampling. 245 questionnaires were distributed out of which 211 were completed and returned representing a response rate of 86% which was deemed as adequate for a correlation research design. The analysis of variance was used to test the hypothesis. The study concluded that idealized influence significantly predicted employee job performance. In addition, the study inferred that employee work value congruence had a significant moderating effect on the relationship between transformational leadership and employee job performance among lower-level managers in the Insurance sector in Kenya. The study recommended that leaders should observe values that are congruent with that of their organization and socialize their employees on the same so that there is enhanced transformational leadership effectiveness.

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“…It is noteworthy (Schilchte et al, 2015) in the same context that the lack of managerial support determines the desire of workers in the performance of their duties and make the effort to complete the regulatory processes as the best, as well as that of the most important determinants of satisfaction of the employees in business organizations. It also Pomirleanu & Mariadoss (2015) confirm that the managerial support enhances the organizational commitment of the employees, and increases the expectations and aspirations and their functional improvement in the level of interaction and exchange among employees and between the various departments, in addition to being one of the most important stimuli, motivation and among workers. www.hrmars.com…”

Section: Managerial Supportmentioning

confidence: 58%

“…Managerial support is known as workers' perceptions about the level of empowerment, promotion and motivation of management. It is a general concept involves beliefs by employees that management in the organization estimated contributions made by employees belonging to the organization and that they care about them and work to improve the functional and personal level (Pomirleanu & Mariadoss, 2015). It is noteworthy (Schilchte et al, 2015) in the same context that the lack of managerial support determines the desire of workers in the performance of their duties and make the effort to complete the regulatory processes as the best, as well as that of the most important determinants of satisfaction of the employees in business organizations.…”

Section: Managerial Supportmentioning

confidence: 99%

Impact of Internal Marketing Practices on the Organizational Commitment of the employees of the insurance companies in Jordan

Alshura¹,

Nusair²,

Aldaihani³

2016

IJAREMS

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The study aimed to investigate the impact of Internal Marketing Practices on the Organizational Commitment of the employees of the insurance companies in Jordan, five practices of the Internal Marketing were handled by this study namely (rewards and incentives, managerial support, internal communication, training programs, and empowerment ), the organizational commitment was the dependent variable which consists three dimensions namely (Continuous commitment, Emotional commitment, Normative commitment).The study population consists of employees of the insurance companies in Jordan, A sample was taken from the population comprises 400 subjects, 374 returned valid for analysis. To collect data from the study sample a questionnaire was used built based on the previous studies .To achieve the study objective, and test the hypotheses a statistical program SPSS was used.Results for the study indicated that all internal marketing practices (Rewards and incentives, Managerial support, Internal communication, Training programs, and Empowerment) have the effect of improving the organizational commitment of staff in the insurance companies in Jordan, and was the highest-dimensional effect in terms of rewards and incentives.Based on the study results, the researchers recommend the managers and decision makers of insurance companies in Jordan to enhance training programs practice by dispatching

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The influence of organizational and functional support on the development of salesperson job satisfaction

Cited by 16 publications

References 90 publications

An Empirical Study of the Relationships Between the Flexible Work Systems (Fws), Organizational Commitment (Oc), Work Life Balance (Wlb) and Job

An Empirical Study of the Relationships Between the Flexible Work Systems (Fws), Organizational Commitment (Oc), Work Life Balance (Wlb) and Job

Influence of idealized influence on employee job performance in the insurance industry in Kenya

Impact of Internal Marketing Practices on the Organizational Commitment of the employees of the insurance companies in Jordan

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