Workplace Isolation, Salesperson Commitment, and Job Performance

Mulki, Jay Prakash; Locander, William B.; Marshall, Greg W.; Harris, Eric G.; Hensel, James W.

doi:10.2753/pss0885-3134280105

Cited by 79 publications

(67 citation statements)

References 3 publications

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“…Employees with WI perceptions also believe that they lack access to career support and supervisory mentoring, resulting in fewer chances to be considered for major projects and positions within the company (DeSanctis 1984;Fitzgerald 1994). A recent study of salespeople indicated that WI has a negative impact on the salesperson's job satisfaction and organizational commitment (Mulki, Lassk and Jaramillo 2008;Mulki, Locander, Marshall, Harris and Hensel 2008). Given the impact of these two critical variables on employee performance and turnover intentions (Jaramillo, Mulki and Marshall 2005), organizations are beginning to pay greater attention to addressing this issue.…”

Section: Introductionmentioning

confidence: 98%

Workplace isolation: salespeople and supervisors in USA

Mulki

Jaramillo

2011

The International Journal of Human Resource Management

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Virtual work is becoming the norm in sales organizations because it is cost effective for the firm and can benefit customers and salespeople. However, along with these benefits, virtual work brings new challenges to organizations. One critical issue is workplace isolation (WI). This study uses responses from a sample of 346 salespeoples in the pharmaceutical field to test a model that investigates the relationships among WI, selfefficacy, leadership style, extra-role performance (ERP), satisfaction with the supervisor, and turnover intentions. Salespersons perception of managers as considerate leaders are associated with lower WI levels. Salespeople with higher levels of self-efficacy are less likely to believe that they are isolated from the company and their colleagues. WI, in turn, is significantly related to satisfaction with the supervision and ERP. Managerial implications and future research directions are presented.

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Section: Introductionmentioning

confidence: 98%

Workplace isolation: salespeople and supervisors in USA

Mulki

Jaramillo

2011

The International Journal of Human Resource Management

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“…On the other hand, colleague isolation means how isolated an employee feels from colleagues and other workers. There was a relationship between company isolation and organizational commitment (Mulki et al, 2008).…”

Section: Work Alienation As a Mediatormentioning

confidence: 99%

Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

Sulu¹,

Ceylan²,

Kaynak³

2010

IJBM

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Organizational justice is an important predictor of several job attitudes and behaviors such as trust, turnover intention, job satisfaction, job stress, organizational commitment, sabotage in workplace. This study examines the relationship between two dimensions of organizational injustice and organizational commitment, and whether work alienation has mediating effects in this relationship. It was hypothesized that distributive and procedural injustice would cause organizational commitment, and dimensions of work alienation would serve as mediators in this relationship. These relationships were tested in a sample of 383 healthcare professionals (nurses and physicians) from public and private hospitals in Istanbul. The results revealed that both distributive injustice and procedural injustice were associated with organizational commitment, and each of the work alienation dimensions partially mediated this relationship. The theoretical and practical implications of this results were discussed below.

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“…Workplace isolation refers to "a psychological construct that describes employees' perceptions of isolation from the organization and their coworkers" (Mulki, Locander, Marshall, Harris, & Hensel, 2008, p. 68), whereas workplace integration refers to employees' perceptions of connectedness with the organization and their coworkers. As Marshall, Michaels, and Mulki (2007) and Mulki et al (2008) note, workplace isolation has two dimensions-company and colleagues-and these two dimensions also apply to workplace integration. The former dimension relates to work-based support from both supervisors and the organization in general, and the latter dimension refers to interactions and networking among colleagues.…”

Section: Social Capital and Knowledge Sharingmentioning

confidence: 99%

“…In contrast to workplace isolation (Mulki et al, 2008), which lacks communication and support, workplace integration facilitates relational development and socialization processes that are key to managing human resources. Such processes facilitate communication and collaboration among knowledge workers and improve their performance in organizations (Fugate et al, 2009;Leonardi, 2014).…”

Section: Social Capital and Knowledge Sharingmentioning

confidence: 99%

Untitled

2017

THCI

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Abstract:Organizations struggle to find ways to improve employees' performance. To date, little research has empirically examined the relationship between enterprise social media use and knowledge workers' performance. Using social capital theory and the broaden-and-build theory of positive emotions as our theoretical framework, we investigate the relationship between enterprise social media use and knowledge workers' performance. We tested our research model by collecting data from employees working for a large information technology firm in the Midwestern United States and analyzing the data using a structural equation modeling approach. The results suggest that enterprise social media use can increase workplace integration, which further enhances performance directly and indirectly through positive emotions. Enterprise social media use also has a direct relationship with performance. The paper concludes with practical and theoretical implications.

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Workplace Isolation, Salesperson Commitment, and Job Performance

Cited by 79 publications

References 3 publications

Workplace isolation: salespeople and supervisors in USA

Workplace isolation: salespeople and supervisors in USA

Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

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