Market Employee Research Articles

Understanding Employee Delight and Voice From the Internal Marketing Perspective

This study examines the relationship between internal marketing (employee delight and voice) and employee behavior from a marketing perspective. The response rate of the completed 335 surveys was 45%. Structural equation modeling was used in order to examine the proposed model. Results indicate that internal marketing practices are positively related to employee job satisfaction, employee job satisfaction was negatively related to employee turnover intention, and employee job satisfaction was positively related to employee commitment to customer service. Implications for the industry and future research are offered.

The Relationship Between Internal Marketing Orientation and Employee Job Satisfaction In Public Sector

The main objective of this paper was to examine the relationship between internal marketing orientation and employee job satisfaction. To accomplish such relation, three dimensions of internal marketing orientation which were internal marketing research, internal communication, and internal response have been used within this study. While, the two dimensions that measure employee job satisfaction were intrinsic satisfaction and extrinsic satisfaction. Data were gathered through a questionnaire survey of supporting staff at University Utara Malaysia. Correlation and regression analysis were used to examine the relationship between internal marketing orientation and employee job satisfaction. The result indicated that internal marketing orientation positively correlated with employee job satisfaction. The regression result revealed that only 40.9 % of the variance in job satisfaction has been significantly explained by the three dimensions of internal market orientation. Likewise, the result showed that the most influence dimension of internal marketing orientation on employee job satisfaction was internal response.

The relative performance of different methods for selecting creative marketing personnel

Despite an increasing need for creativity in all corners of business, the spotlight of most recruitment and selection procedures has not shifted accordingly. Measures of creative ability that are to be used in practice should preferably be brief and operationally valid in the small and relatively homogenous pools of subjects that companies typically have to deal with. This article examines the performance of different assessment methods of creative ability in two small-scale hiring contexts, i.e., with prospective marketing employees (marketing students) and with current employees of a creative marketing agency. With prospective marketing employees, a combination of test ratings and student CV ratings of creative ability shows high operational validity. Supervisory ratings and self-ratings of creative ability are reasonable alternatives to test ratings for senior and long-time employees, but should be used with caution when junior employees and recent recruits are concerned.

A Study on Gender Differences in Stress Faced by Life Insurance Marketing Employees

Stress is a universal element in work and all human beings have to face stress in all walks of life. Currently, business establishments are critically analysing the stress management disputes that contribute to lower job performance of employees originating from dissatisfaction and high turnover, ultimately affecting organisational goals and objectives. In life insurance business, the employees involved in the selling of life insurance policies may face several stresses due to varied reasons. This can be grouped under five heads: superior’s behaviour, personal grumbles, job-specific factors, work policy of the company and external forces. Put together, 46 sub-variables are considered as responsible stress factors in the case of life insurance marketing employees. This study consists of 100 employees working in private life insurance companies in mid-western part of Tamil Nadu. A detailed structured questionnaire has been used for collecting data from the respondents. The questionnaire was pre-tested and consists of two parts: the first part focuses on the collection of socio-economic background, and the second part collects data for various sources of stress. Simple random sampling method has been adopted and data collected from the respondents are properly analysed with the help of simple percentage analysis, mean and standard deviation. Gender difference with regard to various sources of stress factors could be tested by using t-test analysis. This study concluded that there is a similarity in the stress level between male and female employees.

Impressions of Mobile Operators on College Students

This paper mainly surveys the different groups of college students to investigate the different aspects of impressions mobile operators made on them. The questionnaire survey shows that students of different gender have significant differences in market impression and technology impression (P<.001); Students of different family residences have no different impressions in mobile operators; Students of different grades have significant differences in market impression, employee impression and total score (*P< .05); Students of different majors have significant differences in all impression dimensions except technology impression. And after multiple comparison analysis, the impressions of different professional students differ mainly between the liberal arts students and science and engineering students. Through this investigation, the study aims to improve the capability of mobile operators in making appropriate impression management when they are in the face of college students, the potential high-end users.

Leveraging firm-level marketing capabilities with marketing employee development

Using the theoretical foundations of the resource-based view of the firm, this study develops and measures marketing employee development capabilities and investigates how it moderates the relationships between brand and customer relationship management capabilities and firm performance outcomes. Based on a random sample survey of chief marketing executives from selected industries, combined with objective firm performance indicators and controls, results demonstrate that marketing employee development capabilities can leverage the relationships between firm-level marketing capabilities and customer satisfaction, market effectiveness, and objective financial performance. Further, these results show that such capabilities can be complementary and, in some cases, even substitute for each other, which improves organizational performance. Implications for researchers and marketing managers are discussed.

Measurement of Integration between NPD and Marketing Employees: Case of a Software Product Development Company

The relationship between marketing and new product development (NPD) is of great significance. It has been widely accepted that it also affects the success of the project or product to a large extent. But yet, this integration is not an easy task and presents lots of challenges to an organization. One of the major barriers is considered to be differences in the perceptions of marketing and NPD employees about each others’ tasks and the way they are supposed to cooperate. The study described in this paper is aimed at diagnosing these differences for a particular software products organization. The study has tried to capture these differences for integration behaviors between marketing and new product development (NPD) employees engaged in software product development. The study revealed that there was a significant difference between perception of marketing and new product development (NPD) employees over the current level of information flow from marketing to NPD as well the improvement required in the same. The priorities of marketing and NPD employees for improvement also seem to be quite different which is a serious concern as it can lead to lack of concerted effort in a particular direction. The paper describes these findings on the integration behaviours between marketing and NPD employees.

The Validity of Two Brief Measures of Creative Ability

Two brief, 15-minute measures of creative ability have become available quite recently. The Abbreviated Torrance Test for Adults (ATTA) objectively measures creative ability in terms of the creativity of answers over 3 tasks. The Abedi Test of Creativity (ATC) subjectively measures creative ability by means of a self-rating questionnaire. Our first study examined the predictive validity of both methods by correlating prospective marketing employees' ATTA and ATC scores with the expert-judged creativity of a marketing campaign that they were asked to design. The objective ATTA test scores correlated substantially with creative performance, unlike the subjective ATC self-rating method that was much less predictively valid. A second study with current employees of a marketing agency demonstrated discriminant validity for the ATTA by revealing that ATTA scores and supervisor ratings of creative ability correlated highly for longer-term employees, but poorly for new recruits. Based on the results of these 2 studies, we propose an even shorter-scored version of the ATTA for use in business settings.

Firms’ main market, human capital, and wages

AbstractThe literature on the exporter wage premium has focused on an exporter/non-exporter dichotomy. Instead, this paper provides first evidence that there is a more continuous destination-market effect. Using Spanish data, we estimate wage premia for establishments selling to the national, European Union, and rest of the world markets (with respect to wages in local-market establishments). Controlling for worker and establishment characteristics, output-market wage premia are increasing in market remoteness and employee education. Establishment human capital is also increasing in output-market remoteness. The paper builds a theoretical model that provides a potential explanation for these empirical results, which is also consistent with the recent evidence on the positive relationship between output-market remoteness and quality of exports.

An Empirical Investigation of the Relationship between Quality Management Factors and Customer Satisfaction, Improved Competitive Position and Overall Business Performance

This study investigates the impact of quality management practices on three measures of organisational performance comprising customer satisfaction, improved competitive position and overall business performance. To investigate these relationships, a factor analysis with varimax rotation was used to determine the most salient quality management practices, which were then regressed against the three measures of organisational performance using Multivariate Analysis of Variance. The findings show that quality management factors such as top management philosophy, measurement and open organisation have significant associations with business competitive position, whereas marketing process improvement and employee training have significant associations with customer satisfaction. The results also suggest that top management philosophy, measurement and open organisation, and marketing process improvement are associated with overall business performance.

Guest Authorship and Ghostwriting in Publications Related to Rofecoxib

Authorship in biomedical publication provides recognition and establishes accountability and responsibility. Recent litigation related to rofecoxib provided a unique opportunity to examine guest authorship and ghostwriting, practices that have been suspected in biomedical publication but for which there is little documentation. To characterize different types and the extent of guest authorship and ghostwriting in 1 case study. Court documents originally obtained during litigation related to rofecoxib against Merck & Co Inc. Documents were created predominantly between 1996 and 2004. In addition, publicly available articles related to rofecoxib identified via MEDLINE. All documents were reviewed by one author, with selected review by coauthors, using an iterative process of review, discussion, and rereview of documents to identify information related to guest authorship or ghostwriting. Approximately 250 documents were relevant to our review. For the publication of clinical trials, documents were found describing Merck employees working either independently or in collaboration with medical publishing companies to prepare manuscripts and subsequently recruiting external, academically affiliated investigators to be authors. Recruited authors were frequently placed in the first and second positions of the authorship list. For the publication of scientific review papers, documents were found describing Merck marketing employees developing plans for manuscripts, contracting with medical publishing companies to ghostwrite manuscripts, and recruiting external, academically affiliated investigators to be authors. Recruited authors were commonly the sole author on the manuscript and offered honoraria for their participation. Among 96 relevant published articles, we found that 92% (22 of 24) of clinical trial articles published a disclosure of Merck's financial support, but only 50% (36 of 72) of review articles published either a disclosure of Merck sponsorship or a disclosure of whether the author had received any financial compensation from the company. This case-study review of industry documents demonstrates that clinical trial manuscripts related to rofecoxib were authored by sponsor employees but often attributed first authorship to academically affiliated investigators who did not always disclose industry financial support. Review manuscripts were often prepared by unacknowledged authors and subsequently attributed authorship to academically affiliated investigators who often did not disclose industry financial support.

Market growth through mergers and acquisitions: The role of the relationship marketing manager in sustaining performance

This research suggests that firms considering a merger and acquisition strategy need to pay attention to the relationship marketing managers of the target firm and the implicit agreements that have kept them with the target firm. The results of this study convey that the joint activity of maintaining the implicit contracts and retaining the relationship marketing managers have a stabilizing and positive impact on the productivity of subordinate marketing employees. These employees are a key success factor that enables the target firm to function effectively after the acquisition.

Retaining employees for service competency: The role of corporate brand identity

In industry today, researchers and practitioners are pointing to service as the differentiating factor in competitive situations. In both the marketing and management literature , disconnects exist between the importance of the corporate brand and the service component of the offering that is supported by consistent and effective marketing employees. This research examines the relationships between corporate brand identity and employee personality traits, organisational culture and employee turnover. We found that employee need for achievement moderates the relationship between corporate brand identity and employee intent to remain with the organisation. As such, the more an organisation ’ s brand emphasises value-goal or cultural congruence — the more likely recruits will espouse that corporate culture post hire. We also found partial support that organisational culture mediates the relationship between employee perceptions of corporate brand identity and employee intent to turnover. We discuss the implications from our fi ndings in the context of building, managing and transmitting corporate

Speculative Market Behavior and Employee Compensation

Speculative Market Behavior and Employee Compensation

Employee's Perceptions of Market Orientation in a Transitional Economy

Market orientation places a special emphasis on the dissemination of and responsiveness to market intelligence throughout the whole organization. However, it is still not well understood how employees at different levels perceive their firm's market orientation. This paper represents a first attempt to study market orientation at the employee level in the whole organization. Based on a survey of 1,357 managers and workers in China, we find that junior managers and front-line workers are less likely to perceive their firms as market-oriented than senior managers, group culture facilitates employees' market orientation perceptions, and a positive personal attitude toward change is beneficial to developing market orientation behaviors. The results also show that market orientation has a strong, positive impact on employees' job satisfaction, organizational commitment, and confidence in the firm's future performance. Implications on how to promote employee's market orientation behavior in a transitional economy are discussed.

When a Buyback Isn't a Buyback: Open Market Repurchases and Employee Options

This paper examines how stock options have affected the decision to repurchase shares, the amount repurchased, and the market reaction to the repurchase announcement. I find that firms announce repurchases when executives have large numbers of options outstanding and when employees have large numbers of options currently exercisable. Once the decision to repurchase is made, the amount repurchased is positively related to total options exercisable by all employees, but independent of managerial options. These results are consistent with managers repurchasing both to maximize their own wealth and to fund employee stock option exercises. The market appears to recognize this motive, however, and reacts less positively to repurchases announced by firms with high levels of non-managerial options outstanding.

IPM Strategies used by Arborists

Seventeen commercial arborist firms who currently practice IPM were visited at their home locations and the managers and scouts were interviewed. Data and opinions were collected on their marketing practices, information management, technical resources, field operations, staffing needs, and employee qualifications and activities. The findings and conclusions of the interviewers are presented in this paper.

Microbial Control of Meat - A Retailer's Approach

Fresh meats and poultry contain bacteria at the time the retailer receives them from the supplier. To protect customers from foodborne illness, control product loss and improve shelf life, the retailer strives to minimize further contamination and growth of these bacteria. With no bactericidal processing of the meats approved for use by the retailer, microbial control is achieved through the control of (a) market cleanliness and sanitation, (b) temperature and (c) product movement and rotation by concerned market employees. These bacterial control techniques are not new to the non-technically trained butcher or meat cutter who has been thoroughly schooled in the adage that to control meat losses you must “(a) keep it clean, (b) keep it cold and (c) keep it moving.” The effectiveness of the retailer's meat microbial control program is largely dependent upon the thoroughness of each individual market employee's adherence to details of these principles.