A longitudinal assessment of change in sales force turnover

Journal of the Academy of Marketing Science · 1991 · Volume 19 · Issue 1

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 ofchangesin sales job incumbents’ job stress, job satisfaction, thoughts of quitting and job comparison predictors of voluntary turnover.

Keywords

Discriminant Function, Discriminant Model, Longitudinal Assessment, Sale Force, Personal Selling

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