The Research On The Relationship Between Work Stressor And Work Performance, Turnover Intention Of Salesperson

Presently the social competition in our country is intensifying, and the rhythms of life and work are accelerating. Consequently, human beings are facing increasing work stress. Among the social group who are under relative large stress, the salesperson has always been neglected. Now regarding the management of salesperson, the companies faces some difficulties: once the salesperson bears small pressure, they may work with no motivation and poor work performance. However, if working under large stress, they may quit their jobs, resulting high rate of turnover.To address these problems in reality, this paper is expected to study the relations among the salesperson's work stressors, work performance and turnover intention. In accordance with two-factor theory as well as a huge number of empirical research findings about work stressor, this paper raises some hypothesis.After fully understanding of relevant concepts, with reference to the existing mature scales, this research firstly designed a questionnaire including work stressor scaling, work performance scale, and turnover intention scale. Totally 306 questionnaires were delivered and 245 of them were collected. By using statistic analysis, the data obtained from the valid questionnaire are analyzed. Some of the hypothesis is proved.The research conclusions are drawn as follows: salesperson's different work stressors can be divided into motivation factor and hygiene factor based on their relations with work performance and turnover intention. Motivation factor stressors are work tasks,work supports, hygiene factor stressors are organizational factor, individual factor and uncertainty of work. Motivation factor stressors influence the salesperson's work performance, and hygiene factor stressors also take impact on work performance. But the influential power of motivation factor stressors on work performance is larger that of hygiene factor stressors. Hygiene factor stressors influence the turnover intention, but motivation factor stressors do not have such influence.Based on the above conclusions, this paper offers some countermeasures and suggestions for the management of salesperson so as to enhance their work performance and decrease the rate of turnover.