Acknowledges that SMEs (small to medium‐sized enterprises) cannot do conventional marketing because of the limitations of resources which are inherent to all SMEs and also because SME owner/managers behave and think differently from conventional marketing decision‐making practices in large companies. In this context the discussion focuses on SME characteristics and how these impact upon marketing characteristics within SMEs. In a search for “alternative” marketing approaches, the inherent existence of the owner/manager’s “network” in its various guises such as personal contact networks, social networks, business networks and industry and marketing networks and how these networks are used is considered. Some evidence from an empirical study carried out simultaneously in Northern Ireland and Australia is presented which illustrates how and why networking is used by SME owner/managers as a tool or approach for carrying out meaningful marketing.

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Investigates the antecedents and outcomes of salesperson burnout. Prior research on burnout in personal selling is extended by including a more complete set of predictors of burnout, and by testing the conceptual model of burnout using a multi‐company sample of field salespeople in an international setting. Relationships among burnout, attitudes, and behavior are predicted based on relevant literature, and are tested using survey results from 148 field salespeople in Australia. Path analysis results show that the proposed conceptual model fits the data well. Intrinsic motivation, role ambiguity, and role conflict are all significant antecedents of burnout. Job satisfaction and salesperson performance are direct outcomes of burnout, and also mediate the indirect influence of burnout on organizational commitment and intention to leave. Implications for salesforce management and future research are discussed.

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The primary emphasis of previous research concerning salespeople has been focused on their attitudes and behavior. The relationship between organizational variables and salesperson attitudes and behavior has received very limited attention. Sales territory design is largely uncontrollable by the salesperson, yet is acknowledged by managers and researchers as an important factor enabling salespeople to perform well. The objective is to examine satisfaction with territory design from the perspective of the salesperson. A conceptual model and hypotheses are developed linking the satisfaction with territory design with role ambiguity, intrinsic motivation, job satisfaction, and performance. Role conflict, met expectations, organizational commitment, and intention to leave are also included in the model. Survey results provide strong support for 19 of the 21 hypotheses examined. The findings offer significant insights concerning the role of territory design satisfaction in face-to-face selling and its consequences. Several managerial implications and avenues for future research are discussed.