The purpose of this study is to develop a conceptual model for explaining the process of how salespeople’s innovativeness leverages sales performance by introducing the organizational learning-based factors such as sales team tacit knowledge exchange, value-based selling capability, and a positive selling ambiance initiative in the selling process to enhance sales performance. The novelty of this study is its construction of a conceptual model that adopts the organizational learning framework both in cultivating the organizational memory of salespeople working in a sales organization and in processing organizational memory for leveraging capabilities that lead to better sales performance. The acceptance of the proposed hypotheses demonstrated the importance of organizational learning-based factors in supporting the success of salespeople in the consumer product market.

Abstract. With a focus on small religion-based businesses in

The current study is conducted to fill up the research gap on the inconsistent findings of the ability of market orientation in enhancing marketing performance through inserting the techno-resonance innovation capability and product innovativeness as factors to leverage marketing performance. Five hypotheses were developed and tested in a sample frame of 121 SMEs in the region of West Borneo, Indonesia. The findings of this study demonstrate the pivotal role of techno-resonance innovation capability in two folds. Firstly, a techno-resonance innovation capability is proved as a mediator of marketing orientation in enhancing marketing performance. Secondly, the techno-resonance innovation capability, which holds the potential for enhancing the product innovativeness, is essential but not sufficient to enhance marketing performance; still, another extra effort is necessary, such as resonating the value of innovativeness to the target market.

ABSTRACT

The objective of this research is to develop a conceptual model, by proposing the concept of value oriented developmental interaction capability, to fill in the research gap between knowledge sharing and team performance among the functional teams in the organization, then testing the model in the hotel industries in Yogyakarta Special Region and Central Java Province in Indonesia. Adopting the interaction theory and the concept of work values, the concept of value oriented developmental interaction capability is introduced and inserted in the research model for mediating the influence of knowledge sharing to teamwork performance. A purposive sampling is adopted in inviting employee in a hospitality industry sector to participate in this research. Following the acceptance of the regression coefficients, the Sobel test statistics is conducted and proving the role of value oriented developmental interaction capability as a mediator between knowledge sharing and teamwork performance.

The purpose of this research is to develop a conceptual model dealing the relationship between EO and sales growth performance by proposing the Pareto sales network asset as a reliable bridge for mediating EO and sales growth performance in SMEs in Indonesia. Lending the network theory and the Pareto concept, we propose a concept on The Pareto sales network asset as a strategic asset for enhancing sales growth performance. The main finding of this study is that an entrepreneurial oriented firm who success in accessing the Pareto sales network which by nature is outside of the firm will get the networked power. Having, maintaining and using the networked power getting from a Pareto sales network asset will be a key asset for enhancing sales growth performance. The acceptance of the hypotheses on the role of the Pareto sales network asset demonstrated the importance of this strategic asset for SMEs in enhancing performance.

Purpose This paper aims to present a conceptual model of transformative interaction capability (TIC) to fill the research gap between the quality of work–life (QWL) and teamwork performance (TP). Statistical testing in the study used four variables, namely, QWL, TIC, team resilience (TR) and TP. Design/methodology/approach A conceptual model was developed and empirically tested through a survey. The 240 respondents in this study were made of supervisors, managers, directors and strategic staffs who were a part of new product development teams in service business companies. Note that there were banking, printing, publishing, training, financial institutions, outsourcing, projects and event organizing companies involved in this research. These companies were based in the Special Region of Yogyakarta and Province of Central Java Indonesia. Findings The research adapted the time interaction performance (TIP) theory, a theory of groups. It revealed that TIC was inserted in the research model. It was to mediate the influence of QWL on TP. Furthermore, the Sobel test results showed that TIC was a mediator of QWL and TP and was pertinent in improving TP. Research limitations/implications The three limitations of this study are as follows: first, the survey was conducted only in the service business industry in the Special Region of Yogyakarta and Province of Central Java, Indonesia; second, as this study focuses on TIC as the main mediator, it does not consider variables from other theories such as dominant logic service theory and social exchange theory; third, this research survey only captures the perception of the team. Practical implications From a practical perspective, the relationship between QWL, TIC and TP provides clues about how companies can pursue QWL to encourage TIC, which, in turn, affect TR and improve TP. Originality/value Using a theory of the TIP approach and theory of groups, the study proposing the concept of TIC can potentially improve TP.

Purpose: This study aims to examine the interaction effect of motivation to transfer supervisor support, and proactive learning on training transfer. Design/Methodology/Approach: Data is obtained from 213 managers of rural banks in Central Java-Indonesia who had participated in management training programs. Structural equation modeling (SEM) is applied to test the proposed hypothesis. Findings: The results show that motivation to transfer supervisor support and proactive learning have a significant effect on training transfer. Practical Implications: The study gives attention to motivation to transfer supervisor support as well as proactive learning to improve training transfer. It is expected that the recommendations made may encourage the success of training transfer. Originality/Value: This study contributes to the training literature by showing proactive learning to improve training transfer.