She gave me many advanced recommendations, solid advice and inspired me to have the determination to complete this thesis. Furthermore, I would like to express my gratitude to all the fifteen respondents who provided valuable facts, hearty cooperation and honest responses to facilitate me in conducting this research. Additionally, I would like to acknowledge all my friends who provided me with their wisdom, insight, and reassurance during the time period of this research.
Finally, I would like to give exclusive thanks to my family, who encourage and support me in everything and always give me the greatest love. FACTORS AFFECTING MEDICAL SALES REPRESENTATIVES IN LEADING MULTINATIONAL PHARMACEUTICAL COMPANIES IN THAILAND. The research was designed to examine factors influencing turnover intention of medical sales representative in multinational pharmaceutical companies using representative samples from 3 leading pharmaceutical companies.
The research was a qualitative research that used both questionnaire for demographic information and individual interview sessions as a tool to study opinions about 13 factors from Herzberg's 2 factors theory expected to influence the job satisfaction related to turnover intention of medical sales representative .
INTRODUCTION
- The Significance and Origin of The Study
- Objective of the Study
- Expected benefit
- Scope of Study
Medical sales representatives represent important human resources in the marketing promotion of pharmaceutical companies in Thailand. The study of the factors affecting the turnover intention of medical sales representatives in international pharmaceutical companies in Thailand is very important for the pharmaceutical business. To study the factors affecting turnover intention in medical sales representative in major international pharmaceutical companies in Thailand.
The results of this study could help management teams determine strategies to prevent the attrition of healthcare sales representatives, who are the company's most important resources. At the same time, these factors can be used as an incentive to increase the effectiveness of medical sales representatives. This study is a study of only medical sales representatives working in leading international pharmaceutical companies in Thailand.
To find the factors influencing the turnover intention of medical sales representatives in major international pharmaceutical companies in Thailand during the study period from January 2017 to May 2017.
LITERATURE REVIEW
- Turnover Intentions
- Job Satisfaction
- Herzberg’s Two-Factor Theory
- Motivation factors
- Hygiene factors
- Proposed framework
In other words, the two-factor theory consists of (1) motivation factors or factors that motivate work and (2) hygiene factors or factors that reduce dissatisfaction in the workplace as shown in Figure 1. Motivation factors or motivators is the demand of internal within the employee's impact on workplace satisfaction. It includes the opportunity to further education or receive training, it would be an incentive for people in the organization to work.
However, this does not mean that if they provide these factors, the employee is more satisfied in the workplace. Supervisors' abilities in administration, suggestions to the subordinate, coaching, good mastery, tasks with clear procedures and excellent operational control are all effect to job dissatisfaction. Providing both factors motivates and eliminates the feeling of frustration in employees' work.
When the employees of an organization are satisfied, they will have more love and commitment to the organization.
RESEARCH METHODOLOGY
- Research Setting
- Population and Sampling
- Data collection
- Data Analysis
The question asked is divided into 2 parts – general characteristic of respondents and factors influencing job satisfaction, organizational commitment and turnover intention. The general population characteristics of respondents are (1) Gender (2) Age (3) Marital status (4) Education level (5) Field of graduation (6) Working time in all medicine companies (7) Working time in the current company (8) ) Number of job changes. Of factors influencing job satisfaction, organizational commitment and turnover intention, the researcher exploration used a developed list of open-ended questions that you can see at Appendix A.
The researcher agreed to adapt direct interviews with interviewees by using open-ended questions to comfort any anxiety with the conversation between the researcher and the respondents. In addition, it can also provide precise and literal key answers about specific skills, experiences and knowledge of each interviewee and also include the interviewee's own perception and true feeling. The survey technique is used to expand the interviewees' answers to pursue more described, specified and complete information during the interview.
During the interview, work was also done with reflective note-taking in order to mark and record noted and tainted data. During the interview, reflective note was a limited activity that utilized to decode, interpret and clarify main information in each interview. After completing all interviews, the researcher uses a coding qualitative data process, which is an important phase of filtering clarification and interpretation from the interview.
The coding process helps as a method to highlight, collect and unify the qualitative data. After the interview, the interviews'. recording and reflective note were decoded into categories based on the project framework in Chapter III, using hygiene and motivation factors as a preset code. The researcher used a systematic way of coding data using the questions: What does this say?, What does it represent?, What is this example of.
Finally, group them into categories such as reaction, intensity of comfort, expectations, positive or negative thoughts or beliefs.
FINDING AND DISCUSSION
Demographic Characteristic
Factors Influent Turnover Intention in Medical Sales Representative Through the question and answer session, from hygiene and motivation
- Company policy and administration factor and turnover intention All of interviewees in all 3 companies are satisfied with the image and
- Supervision and interpersonal relationship with supervisor factor and turnover intention
- Interpersonal relationship with colleague factor and turnover intention
- Status factor and turnover intention
- Job security factor and turnover intention
- Work condition factor and turnover intention
- Personal life factor and turnover intention
- Compensation factor and turnover intention
- Achievement factor and turnover intention
- Recognition factor and turnover intention
- Advancement and growth factor and turnover intention
- Responsibility factor and turnover intention
- Work itself factor and turnover intention
This company is my destination when I was just a pharmacy student.” Another from Company B said: “Company B is in the top 5 international pharmaceutical company. One of the interviewees from Company B said: “My supervisor gave the subordinate a comfortable talk-and-talk manner. One of the interviewees from Company B said: “We have the camaraderie, so everyone in my team can talk to each other whether it's a job or a.
One of the interviewees from company A said: "Every month, a medical sales representative will come to train in the office. One from company C said: "My company will hold a sports day every year to motivate teamwork and create bonds in the company. I think it's a very good idea because I feel a lot of fun and know each other better in my team." Another from company A said "My company provides team building every six months.
However, one of the interviewees from company A said “Some of my colleagues have selfishness and lack of responsibility for work. One of the interviewees from company C said “I don't work overtime if it's not necessary. One of the interviewees from Company A said “I thought that my work always has challenges every day.
However, one of the interviewees from Company B said "I feel demotivated by the new incentive scheme because it no longer depends on the sales target, but depends on something that is intangible". However, one of the interviewees from Company A said “I thought my sales target is too high to achieve. One of the interviewees from Company C said: “My company offers the 'Service Award' which gives the gift can be a gold coupon or gift and trophy for the staff working with Company C and so on.
One of the interviewees from Company A said: “Due to the fact that my work is very important for my company as an intermediary between company and customer. The work is interesting and valuable." Another respondent from Company C said: “I feel that my responsibilities do not conflict with my own. One of the interviewees from Company A said: “My job description matches my knowledge and skill.
One of the interviewees from company B said: “My company wants to maintain the image of the medical representative.
CONCLUSION AND RECOMMENDATIONS
- Conclusion
- Herzberg’s two factors analysis
- The differences and similarities between Company A, Company C and Company B
- Practical Implication
- Company policy and administration suggestions
- Supervision and interpersonal relationship with supervisor suggestions
- Interpersonal relationship with colleague suggestions
- Status suggestions
- Job security suggestions
- Work condition suggestions
- Personal life suggestions
- Compensation suggestions
- Achievement suggestions
- Advancement and growth suggestions
- Recognition suggestions
- Responsibility suggestion
- Work itself suggestions
- Limitation of the study
- Recommendation for the future research
In conclusion, this study shows that all 3 companies have already created the job satisfaction and the usual needs for medical sales representative good overview. Company B has given many awards to medical sales representative, but it does not depend on the sales figure because of the new incentive scheme. For advancement and growth factors, the interviewee from company C is very satisfied with their company because the company has provided "The star talent" program, which can increase more satisfaction and decrease turnover intention in this company.
The research shows that the international pharmaceutical company should provide a pleasant, comfortable and convenient area or territory for each medical sales representative, considering their residents as one of the important reasons to adapt their area of responsibilities. Research shows that if the company has not provided enough tools or equipment, it can create dissatisfaction in the medical sales representative. Research shows that due to unpredictable work sometimes, the medical sales representative has to work on weekends.
Research shows that the majority of medical sales representatives' income comes from incentive or commission. The objective should also be reasonable and achievable to increase the job satisfaction of the medical sales representative. Research shows that providing welfare insurance that covers co-workers' family members, such as medical fees, flexible benefits or accident insurance, and so on, can increase the job satisfaction of the medical sales representative.
Research shows that to increase the job satisfaction of the senior medical sales representative, employees in the same position and similar experience should have similar pay rates. Research shows that creating value and a culture that empowers all colleagues to try new things, invest in honest conversations, build collaborative relationships, reinforce positive behaviors and fulfill commitments to the company can increase motivation in medical sales representative such as company A. The research shows that the establishment of "talent program" such as "STAR program" in company C that recruits sales staff who had a good performance, behavior and innovative ideas to train those about specific skills and knowledge, can motivate and increase job satisfaction for medical sales. representative.
The study shows that the company should provide a lot of training to all medical salespeople. The research shows that the company should provide supporting tools for working in the market such as giveaways, reminder cards, product slides for presentation or marketing activities to motivate the medical sales representative and increase efficiency. The research shows that many factors negatively affect the image of the medical representative, such as bribery news, uncultivated behavioral complaints from patients or prejudices about the relationship with doctors and the medical representative.
The company must provide activity that creates ethical culture in medical sales representatives such as PReMA (Pharmaceutical Research and Manufacturers Association) code match or added ethics and integrity in one of the company's value.
APPENDICES
Appendix A: The Interview Guide
Information of the respondents
Factors influent job satisfaction and turnover intention Interview guide questions
