Emmanuel Selase Asamoah

Towards a holistic internal market orientation measurement scale

This paper seeks to propose a conceptual framework for the development of a holistic measurement scale to determine the extent of internal market orientation (IMO) of a firm. To this end, the study reviewed the antecedent of the internal marketing (IM) constructs, and identified some disagreement and controversies surrounding the internal marketing philosophy. Some of the disagreement and arguments identified concerned internal marketing as an approach to human resource management (HRM); similarities regarding IMO and external marketing; and mutual misunderstanding on marketing and public administration. The paper also reviewed research works that confirmed the importance of employees to a firms performance. Finally, the paper proposed a new direction of research that integrates institutional factors in the development of IMO measurement. The new direction of research is expected to facilitate response to calls for periodic review of an IMO measurement instrument that is consistent with changes in the marketing environment.

Transformational leadership and job satisfaction: the moderating effect of contingent reward

The purpose of this paper is to investigate the mechanisms that link transformational leadership to employee job satisfaction by examining the moderating effect of contingent reward on the relationships.,The study employed explanatory and cross-sectional survey design. Data were obtained from 315 bank employees and analyzed using correlational and multiple regression techniques.,The results revealed that there are positive relationships between the dimensions of transformational leadership and job satisfaction which are augmented by contingent reward. However, the relationships of idealized influence and intellectual simulation to job satisfaction are moderated by contingent reward, implying that, in the banking sector, the positive influence of these transformational leadership traits on employee job satisfaction can be enhanced by contingent reward.,The paper makes an important contribution to the existing organizational literature by establishing the utility of contingent reward as a moderator on the relationship between transformational leadership and employee job satisfaction in a banking sector.