This paper aims at assessing how location-based mobile support systems can support salespersons′ CRM efforts when they are operating within a highly mobile work environment. After briefly discussing the state-of-the-...This paper aims at assessing how location-based mobile support systems can support salespersons′ CRM efforts when they are operating within a highly mobile work environment. After briefly discussing the state-of-the-art issues associated with mobile location technologies, the paper conceptualizes key dimensions for location-based mobile support systems. The paper then discusses the dual role of salespersons in CRM. A fourth section suggests a categorization of salespersons′ CRM tasks based on both properties of location-based mobile support and the areas of salespersons’ CRM-related tasks that may be affected by mobile location technologies. Finally, the paper suggests potential mobile location services and applications that can help salespersons perform effectively their everyday CRM tasks and link such applications to the determinant of salespersons′ performance. The paper concludes with a discussion of some critical issues and suggests areas for further research.展开更多
When assuming the salespersons’psychological empowerment,engagement and job satisfaction as the independent variable,dependent variable and intervening variable respectively,it’s been fi gured out that there exists ...When assuming the salespersons’psychological empowerment,engagement and job satisfaction as the independent variable,dependent variable and intervening variable respectively,it’s been fi gured out that there exists a positive correlation among these variables and the job satisfaction functions partly as a mediator.In other words,the psychological empowerment’s impact of work,autonomy and work meaning functions prominently to predicate employees’job satisfaction,and the salary,self-development and work environment of job satisfaction are signifi cant predictors to personal engagement.And among those four factors of psychological empowerment,only the work meaning can predict engagement remarkably.展开更多
以组织行为领域中亲组织非伦理行为研究文献为基础,将亲组织非伦理行为的概念拓展至营销渠道组织间关系情境,并将其定义为渠道边界人员实施的旨在提升组织功能有效性但有损渠道伙伴利益的行为。在此基础上,基于Hunt et al.(1986)提出的...以组织行为领域中亲组织非伦理行为研究文献为基础,将亲组织非伦理行为的概念拓展至营销渠道组织间关系情境,并将其定义为渠道边界人员实施的旨在提升组织功能有效性但有损渠道伙伴利益的行为。在此基础上,基于Hunt et al.(1986)提出的个体伦理决策模型,建立了一个关于销售人员亲组织非伦理行为的概念模型,探讨了销售人员亲组织非伦理行为的影响因素(义务论和目的论评价因素)和作用结果(制造商渠道经济绩效和关系绩效),并提出了若干研究命题。展开更多
文摘This paper aims at assessing how location-based mobile support systems can support salespersons′ CRM efforts when they are operating within a highly mobile work environment. After briefly discussing the state-of-the-art issues associated with mobile location technologies, the paper conceptualizes key dimensions for location-based mobile support systems. The paper then discusses the dual role of salespersons in CRM. A fourth section suggests a categorization of salespersons′ CRM tasks based on both properties of location-based mobile support and the areas of salespersons’ CRM-related tasks that may be affected by mobile location technologies. Finally, the paper suggests potential mobile location services and applications that can help salespersons perform effectively their everyday CRM tasks and link such applications to the determinant of salespersons′ performance. The paper concludes with a discussion of some critical issues and suggests areas for further research.
文摘When assuming the salespersons’psychological empowerment,engagement and job satisfaction as the independent variable,dependent variable and intervening variable respectively,it’s been fi gured out that there exists a positive correlation among these variables and the job satisfaction functions partly as a mediator.In other words,the psychological empowerment’s impact of work,autonomy and work meaning functions prominently to predicate employees’job satisfaction,and the salary,self-development and work environment of job satisfaction are signifi cant predictors to personal engagement.And among those four factors of psychological empowerment,only the work meaning can predict engagement remarkably.
文摘以组织行为领域中亲组织非伦理行为研究文献为基础,将亲组织非伦理行为的概念拓展至营销渠道组织间关系情境,并将其定义为渠道边界人员实施的旨在提升组织功能有效性但有损渠道伙伴利益的行为。在此基础上,基于Hunt et al.(1986)提出的个体伦理决策模型,建立了一个关于销售人员亲组织非伦理行为的概念模型,探讨了销售人员亲组织非伦理行为的影响因素(义务论和目的论评价因素)和作用结果(制造商渠道经济绩效和关系绩效),并提出了若干研究命题。
