Over the past two decades Rwanda has done outstanding work that has promoted female empowerment. The development resulted in a majorit of women in parliament, ensuring girls' education and high female participation in the labor force. An inclusive private sector could further promote sustainable development and help meet the country's emerging goals. The field of literature on how enterprises within the private sector perfrom is borad. Several studies find that women are underperforming, and that accesing finance is a major challenge for female entrepreneurs in developing regions. This paper research if there is a gender gap in sales performance amongst Rwandan enterprises in 2019 and how bank funding affect firms' perfromance in term of annual sales. A cross-sectional study was conducted by utilizing the World Bank Enterprise Survey form 2019 constituting of 365 Rwandan firms. Ths tudy adopts OLS, quantile and interaction regression to examine the relationships between annual sales and gender of the entrepreneur. The results showed a rather large perfromance gap and that bank funding have a substational effect on a firm's perfromance. However, the study could not establish a significant interaction between bank funding and female led firms. In order to diminish the established gap, policies are needed to promote gender equality wihtin Rwandas's formal private sector.

Purpose: Artificial intelligence (AI) is a rapidly growing frontier. One promising area for AI is its potential to assist sales managers in providing salesperson feedback. Despite this promise, little work has been done within the business-to-business (B2B) sales domain to investigate the potential impact of AI feedback on critical sales outcomes. The purpose of this research is to explore these issues and respond to calls in the literature to determine how AI can enhance salesperson adaptability and performance. Design/methodology/approach: Survey data from a sample of 246 B2B salespeople was used to test the conceptual model and research hypotheses. The data were analyzed using partial least squares structural equation modeling (PLS-SEM). Findings: The findings provide broad support for the model. An AI-feedback rich environment and salesperson feedback orientation predicted perceived accuracy of AI feedback which, in turn, strengthened intentions to use AI feedback. These favorable reactions to AI feedback positively related to adaptive selling behaviors, and adaptive selling behaviors mediated the relationships between intentions to use AI feedback and organizational commitment, as well as sales performance. Contrary to expectations, it did not mediate the relationship between intentions to use AI feedback and job satisfaction. Practical implications: The managerial implications of this study lie in explaining practical considerations for the implementation and use of AI feedback in the sales context. Originality/value: This study extends literature on technology adoption, performance feedback and the use of AI in the B2B sales domain. It offers practical insight for sales managers and those responsible for implementing AI solutions in sales.

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Identifying the antecedents of export performance is critical for researchers, due to the many benefits of exporting for firms and nations. Many researchers have, thus, devoted their research efforts to identifying export performance antecedents. Export marketing adaptation and firm level export market orientation (or EMO) have emerged as two critical export performance predictors. However, two important research questions remain unexamined. The first is whether firms ought to pursue heterogeneous levels of marketing adaptation across ventures in order to boost venture performance, and whether the answer to this question is contingent upon internal firm resources which support adaptation (namely EMO) and upon the environments faced across ventures. The second question concerns what the total amount (i.e. quantity) of export marketing adaptation firms should undertake in order to boost firm export performance is, and whether the answer to this question depends on internal firm resources supporting adaptation (more specifically, EMO) and on the overall export environments faced by firms. Underpinned by a contingent approach to the study of business performance, this study set out to answer to such questions, via developing and testing two conceptual models. The models were tested using data collected from British exporting companies. The findings of the first model indicate that marketing adaptation across ventures becomes increasingly beneficial for venture performance (directly in the case of sales performance and indirectly in the case of profit performance) as EMO rises and as the levels of environmental differences across ventures increase. Results of the second model suggest that, under greater levels of EMO, firm export sales performance attains its highest values when the firm practices either very low or very high levels of marketing adaptation quantity. Also, under greater levels of EMO, firm export sales performance is increasingly reduced the more the firm deviates from extreme (low/high) marketing adaptation quantities. Additionally, as the firm s export environments become more heterogeneous, the firm benefits increasingly more from pursuing either very low or very high marketing adaptation quantity levels (with sales performance being maximized when the firm pursues very high levels of marketing adaptation quantity), and the reductions in firm export sales performance accruing from undertaking intermediate marleting adaptation quantity levels are increasingly higher. Findings also suggest that enhancing marketing adaptation quantity is beneficial for firm export profit performance up to an optimal point. The returns brought by additional increments in marketing adaptation quantity are increasingly smaller as marketing adaptation quantity increases. Beyond an optimal point, additional increments in marketing adaptation quantity diminish firm export profit performance. The marketing adaptation quantity-firm export profit performance link was not found to be moderated directly neither by EMO nor by firm export environmental differences. EMO was found to have a positive impact on firm export sales and profit performance.

Organization theory proposes that managers exert control over the behavior of salespeople and the outcomes salespeople are expected to deliver. The purpose of this quantitative, nonexperimental study was to examine the relationships between activity control, capability control, and outcome control and salesperson performance, as well as the moderating effects of product complexity, task complexity, and number of accounts on the control-performance relationships for business-to-business sales personnel. The framework for the study was based in the concept of organizational control. Data analysis included hierarchical regression of a convenience sample of 374 survey responses from salespeople to analyze the direct and moderating relationships between perceived sales management control and salesperson performance. Data were collected using Fluid Surveys. Although significant positive effects were identified between outcome control, activity control, and capability control on salesperson performance, as well as a significant negative effect of task complexity on salesperson performance, no moderating effects were found. Because sales management behavior impacts salesperson satisfaction, retention, and performance, identifying the positive impact of activity, capability, and outcome control, and the negative impact of task complexity on salesperson performance provides sales managers with important guidance when considering the elements of an effective approach to sales management. Finally, providing managers with specific guidance regarding management approach has implications for positive social change within organizations by improving salesperson satisfaction with their jobs, their manager, and the organization for whom they work.

The purpose of this research is to examine how the ethical decision making of a salesperson is influenced by job characteristics, and how ethical decision making then influences job outcomes. This research is important because the field of ethics draws from diverse disciplines that have minimal agreement with each other. While calls have been made for a uniform standard of ethics, a better decision may be for each discipline to look internally to determine both what ethics is and how it functions in relation to other variables on in each disciplines unique field. This study examines first how the exogenous job characteristic variables of perceived organizational support, sales force control system and ethical values of the salesperson affect ethical decision making. Perceived organizational support and the behavioral-based sales force control system are hypothesized to positively influence ethical decision making. The link between perceived organizational support and ethical decision making has been observed in the field of accounting, and sales research has found that perceived organizational support leads to organizational citizenship behavior, which contains ethical decision making under its umbrella. Behavior-based sales force control systems are predicted to lead to ethical decision making because this type of control system has been shown to both lead to increased affective organizational commitment and reduce the benefits of acting unethically. The ethical values of the salesperson are predicted to moderate the relationships between the independent variables and ethical decision making. Ethical values and the independent variables in the study are influenced by similar antecedent constructs. The study also examines how ethical decision making influences the endogenous job outcomes variables of affective organizational commitment and salesperson performance. Ethical decision making is hypothesized to positively influence both performance and commitment. Ethical climates have been found to increase commitment, and performance is considered a key outcome of ethical decision making. Azjen’s (1985) theory of planned behavior ties the hypotheses together.

Independent manufacturers' representatives (IMRs) are companies that sell products on behalf of manufacturers (principals), typically on a commission basis. IMRs offer principals specialized knowledge about product areas or markets, and they can function as attractive supplements or replacements for in-house sales units. The literature on IMRs' allocation of resources to their principals and the downstream impact on performance is underexplored. A paucity of published research exists using actual IMR sales and commission data, likely because this data is difficult to collect due to its sensitive nature. This dissertation fills this gap by exploring the influence of principals' use of sales controls, how these controls impact the psychological climate that arises between IMRs and their principals, and the downstream impact on IMRs' allocation of sales resources and the sales volumes actually produced. Furthermore, this dissertation answers the call for research on the impact of principal's use of house territories and house accounts, through the lens of the IMR. The dissertation features three essays. The purposes are: to identify gaps in existing IMR research in order to provide directions for future research in this domain; to explore the influence of the principal's sales controls on the psychological climate between the principal and IMR and the downstream impact on IMR allocation of sales resources and sales performance; and to develop theoretical and practical insights about the impact of principals' use of house accounts, i.e. customers served by an in-house sales organization, inside or outside IMRs' territories.

Through the use of multiple methodologies and analytical approaches, this dissertation combines (1) sales control; (2) call center service; and (3) motivational theory to extend sales control literature beyond its current state, to consider the conflicting motivational perspectives an inside sales agent has to experience. To achieve this unification, this dissertation consists of three essays intended to: (1) identify the influence of autonomous and controlled motivation on operational sales outcome controls and performance; (2) explore the influence these motivators have on sales controls and sales performance; and, (3) understand the impact of autonomous and controlled motivation on sales agent tenure.

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La investigación se centra en analizar la relación entre el liderazgo transformacional y el rendimiento de ventas en una empresa de capacitación para docentes en Trujillo, año 2022. El liderazgo transformacional destaca por su capacidad inspiradora y motivadora, contribuyendo al éxito organizacional. La pregunta de investigación explora esta relación, respaldada por una hipótesis de conexión positiva y significativa. La justificación se basa en comprender el impacto del liderazgo en las ventas. El objetivo general es evaluar esta relación, con objetivos específicos de medir el nivel de aplicación del liderazgo y evaluar las ventas. La investigación es aplicada, de enfoque cuantitativo, alcance explicativo y diseño no experimental. Se utilizó el cuestionario de liderazgo multifactorial en su versión corta y los informes de ventas en soles de enero a diciembre de 2022. Los resultados revelan una conexión significativa y positiva con un coeficiente de correlación de Spearman de 0.968, sugiriendo que mejoras en la aplicación del liderazgo transformacional se traducen en un aumento positivo en las ventas. Se destaca la necesidad de mejorar la aplicación del liderazgo, identificando áreas de específicas, y se sugiere implementar estrategias para potenciar la percepción y aplicación del liderazgo, abordando problemas de comunicación y confianza. En cuanto al rendimiento de ventas, se observa disparidad entre niveles. La investigación concluye resaltando la importancia del liderazgo transformacional y sugiere estrategias personalizadas y fortalecimiento de la cultura de liderazgo para mejorar el rendimiento de ventas. / The research focuses on analyzing the relationship between transformational leadership and sales performance in a teacher training company in Trujillo, year 2022. Transformational leadership stands out for its inspiring and motivating capacity, contributing to organizational success. The research question explores this relationship, supported by a hypothesis of a positive and significant connection. The justification is based on understanding the impact of leadership on sales. The general objective is to evaluate this relationship, with specific goals of measuring the level of leadership application and assessing sales. The research is applied, with a quantitative approach, explanatory scope, and non-experimental design. The short version of the multifactorial leadership questionnaire was used, along with sales reports in soles from January to December 2022. The results reveal a significant and positive connection with a Spearman correlation coefficient of 0.968, suggesting that improvements in the application of transformational leadership translate into a positive increase in sales. The need to improve leadership application is emphasized, identifying specific areas, and strategies are suggested to enhance the perception and application of leadership, addressing communication and trust issues. Regarding sales performance, disparity between levels is observed. The research concludes by highlighting the importance of transformational leadership and suggesting personalized strategies and strengthening the leadership culture to improve sales performance.