Salesperson Job Involvement: A Modern Perspective a New Scale |
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| Authors: | Felicia G. Lassk Greg W. Marshall David W. Cravens William C. Moncrief |
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| Affiliation: | 1. Felicia G. Lassk (Ph.D., University of South Florida) is Assistant Professor of Marketing at Northeastern University in Boston. She previously served on the faculty at Western Kentucky University.;2. Greg W. Marshall (Ph.D., Oklahoma State University) is Associate Professor of Marketing at Oklahoma State University. He previously served on the faculty at the University of South Florida and Texas Christian University.;3. David W. Cravens (D.B.A., Indiana University) is Professor of Marketing and holder of the Eunice and James L. West Chair of American Enterprise at Texas Christian University.;4. William C. Moncrief (Ph.D., Louisiana State University) is Senior Associate Dean and Professor of Marketing at Texas Christian University. |
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| Abstract: | Job involvement is a person's psychological identification or commitment to his/her job. Job involvement is an important construct in salesforce performance research because (1) it is a relevant consequence of a salesperson's work environment and internal feelings, (2) it is a relevant antecedent of a number of important sales job outcomes, and (3) it impacts the socialization process for salespeople. Because sales jobs have changed markedly over the past decade, a salesperson's job involvement now tends to be more focused on relationships with clients and less on aspects within an organizational boundary. The most widely used measure of job involvement (Lodahl and Kejner 1965) is not occupation-specific to sales. This article outlines the development of a new scale for relationship-based salesperson job involvement utilizing rigorous assessments of reliability, validity, and dimensionality within a broad sample of practicing salespeople. |
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