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A longitudinal assessment of change in sales force turnover

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Abstract

The utility of salespeople’s job stress, perceived fairness, job satisfaction, thoughts of quitting, job comparison, and intention to quit for differentiating individuals who remained in the job from those who left was investigated by using a discriminant model, to anlayze data from two points in time. A model that employed residualized gain scores fromn=96 salespeople, was evaluated as were separate discriminant models for both data points.

Change in salespeoples’ intention to quit discriminated effectively between sales force leavers and stayers. Intention to quit at the second time period was useful for classifying leavers and stayers. While the study design may account to some extent for the findings, these findings cast doubt upon the utility ofchanges in sales job incumbents’ job stress, job satisfaction, thoughts of quitting and job comparison predictors of voluntary turnover.

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  1. University of North Texas, Texas, USA

    J. K. Sager

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Sager, J.K. A longitudinal assessment of change in sales force turnover. JAMS 19, 25–36 (1991). https://doi.org/10.1007/BF02723421

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