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Past research suggests that customer loyalty is a critical component in successful business-to-business sales relationships. Challenging this view, this study suggests that customer loyalty may actually have an unexpected “dark side” to it. Specifically, grounded in Emotions as Social Information (EASI) theory, this research investigates the role that customer loyalty (to a salesperson) has on customer coping behavior post salesperson ethical transgressions. We take the often-underrepresented customer perspective in selling relationships to test our theoretical model using a field study that consists of 239 professional procurement specialists. Our results indicate that when customers believe that a salesperson is more genuine in displaying emotions, after an ethical transgression, customers are more likely to forgive, and less likely to seek revenge against or avoid the salesperson. On the other hand, when customers believe that a salesperson is “faking” emotions, customers are more likely to cope with ethical transgressions by avoiding and seeking revenge against the salesperson. Our study also finds that when an ethical transgression occurs, a “love becomes hate” effect occurs, where customer loyalty undermines a salesperson's efforts and does not always favor the salesperson.

Prior research finds that the more attached salespeople are to a brand they sell, the more effort they extend on behalf of the brand, thus improving sales performance. However, high salesperson bra...

Sales research has been an on-going endeavor for over 100 years. With countless papers on the various sales-centric topics that have been authored, there are still massive gaps in the literature th...

Making correct decisions regarding the merit of sales opportunities, as well as deciding which opportunities to pursue and which to abandon, is one of the most critical tasks sales managers and salespeople grapple with. These frontline assessments typically become sales forecasts that are used to allocate resources within the firm. Assessments of future sales, however, are often inaccurate and little is known about how salespeople and sales managers make decisions about sales opportunities, or if they differ in their ability to (correctly) assess the merits of such opportunities. To address this research gap, we explore several decision-making biases – namely optimism, confidence, and overconfidence – through the lenses of both Psychological Momentum (PM) and Strategic Reference Point (SRP) theory. Analysis of rich CRM data from a Fortune 500 medical products company, across three studies, demonstrates notable differences between salespeople and sales managers concerning decision-making biases that influence their evaluations of sales opportunities.

The last decade has witnessed a rapid growth in the number of individuals who sell products and services to their friends. Despite this fast growth, there is scant research on the phenomenon of sel...

Purpose The purpose of this paper is to investigate how salesperson’s emotional intelligence (EI) influences salesperson behaviors (i.e. emotional labor strategies) and the influence these behavioral strategies have on customer’s outcomes. Design/methodology/approach The study develops a conceptual model using past literature and tests hypotheses using a salesperson-prospective customer dyadic sample. To participate in the study, 224 salespeople and their potential customers were recruited from three different companies. Findings Results reveal the importance of conceptualizing the dimensionality of a salesperson’s EI ability, as different dimensions impact customer outcomes differently. Additionally, the importance of salesperson’s authentic emotional labor strategies is highlighted. Practical implications EI is a foundation for successful selling in a business-to-business environment, but it is not a silver bullet. Sales managers and recruiters should use assessment tools to evaluate sales recruit’s EI, but it is also critical to train salespeople to engage in deep acting, creating authentic emotions in the buyer-seller relationship. Originality/value Using a dyadic sample, this study suggests that the dimensions of EI and emotional labor strategies influence customer’s perception of salesperson’s trustworthiness and propensity to continue the relationship with the salesperson differently. Specifically, not all dimensions of salesperson’s EI is found to be positive, and only salesperson’s authentic (deep) emotional strategies are found to influence customer outcomes positively.

Autonomy is commonly regarded as a desirable element of an employee's psychological climate that has the potential to reduce salesperson burnout. The literature is silent, however, regarding whethe...

While the literature recognizes that sales organizations evolve as they seek to improve their effectiveness, little is known about this evolutionary process. As a first step toward remedying this important knowledge gap, this case study uses event systems theory to explain the process through which critical events shaped the evolution of a sales organization over the course of a thirty-year period. The results reveal that (1) shifts in the sales organization were prompted by events that focused the unit's attention on the desire for growth or on the need to curb excesses, (2) the primary mechanism for effecting change in the sales organization was the flattening and de-flattening of organizational structures, and (3) a high degree of correspondence exists between shifts in organizational structure and, both, a salesperson's level of social capital and the incidence of unethical salesperson behaviors. The theoretical and practical implications of these findings are discussed.

In this study, based on the Comparative Performance Assessment Study survey conducted by the Product Development Management Association, the authors develop and test a model which considers the antecedents and performance outcomes of social cohesion, a seemingly critical organizational factor in new product development (NPD). Using a sample of over 450 innovation and product development professionals from North America, Europe, and Asia, social cohesion is conceptualized and tested across three levels—within team cohesion, between team cohesion, and between firm cohesion. The results of a structural equation model indicate several differences between the antecedents of the varying forms of social cohesion. A post hoc exploration of the difference between goods- versus service-dominant firms provides a clearer picture of cohesion's influence on innovation outcomes. Specifically, within team and between team cohesion are positively associated with new services performance, while for traditional goods-based NPD, within team, between team, and between firm cohesion all appear to be positively related to performance. The findings suggest that high social cohesion is not always optimal and that managers should focus on specific types or levels of social cohesion as opposed to thinking about social cohesion as a one-dimensional construct. The findings also suggest that goods- and service-centric firms can use different tactics or strategies to drive social cohesion and, ultimately, new product performance, and that innovation managers may need to allocate resources differently depending on the nature of the market offering being developed. The paper also presents several implications for theory and practice, as well as future research directions related to the various levels of social cohesion and their influence on new product and new service performance.