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Sales Performance And Intuition – The Role Of Gut Feelings, David Locander
Sales Performance And Intuition – The Role Of Gut Feelings, David Locander
Doctoral Dissertations
This dissertation extends the dual theory of salesperson information processing by examining the relationship between salespersons' emotional intelligence (EI) and their preference for and use of decision-making styles (intuition and/or deliberation) in the selling process. This dissertation contains two studies, Study 1 employs a descriptive research design and Study 2 uses experimental manipulations to investigate the role that intuition and deliberation play within the sales process. Data for both studies come from a sample derived from a national online panel of business to business salespeople.
Study 1, using a survey approach, assesses two competing models and one post hoc model …
Juggling Demands: The Impact Of Middle Manager Roles And Psychological Capital, Laura Ternes Madden
Juggling Demands: The Impact Of Middle Manager Roles And Psychological Capital, Laura Ternes Madden
Doctoral Dissertations
This purpose of this study is to assess the impact of middle managers’ activity, role conflict, and psychological capital on their job performance and turnover intentions. Because middle managers occupy organizational positions between strategic managers at the upper levels and operational managers and employees at the lower levels of the organization, I hypothesize that they will experience role conflict that will be connected to lower job performance and higher turnover intentions. Additionally, I suggest that the negative performance impacts of role conflict are mitigated by an individual’s psychological capital.
To test this moderated mediation model, this study uses a survey-based …
Linking Authentic Leadership To Positive Employee Health, Behavioral Engagement, And Job Performance, Yan Liu
Linking Authentic Leadership To Positive Employee Health, Behavioral Engagement, And Job Performance, Yan Liu
Doctoral Dissertations
In recent years, there has been increasing interest in the emerging field of positive organizational behavior. The field of Positive Organizational Behavior (POB) has its roots in the concept of "positive psychology" (Bakker & Schaufeli, 2008) but is more narrowly defined as "the study and application of positively oriented human resources strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today's workplace" (Luthans, 2002, p.698). More and more researchers have begun to emphasize what is right with people rather than focusing on what is wrong with people.
Given this opportunity, this dissertation explicitly …