Job satisfaction and subjective health among sales managers

Abstract

PurposeThe aim of this study is to examine gender and age correlates of job satisfaction and to test the relationship between job satisfaction and subjective mental and physical health in a sample of sales managers.Design/methodology/approachSurvey of 200 employees holding the managers' positions (105 men and 95 women) in sales' organizations across the biggest Lithuania's cities were conducted. Job satisfaction was assessed by 20‐item Minnesota Satisfaction Questionnaire developed by Weiss, Davis, England and Lofquist in 1967. Subjective health was assessed by questions measuring subjective physical health, and the 12‐item General Health Questionnaire developed by Goldberg (1970). Correlation analysis was used to test the relationship between job satisfaction and subjective health.FindingsThe study results demonstrate that men sales managers, as compared to women, had higher scores on overall extrinsic job satisfaction. Younger men managers were less satisfied with their job in general and social service and achievement in particular (intrinsic satisfaction). Sales managers with higher education (n=139) were more satisfied with responsibility (3.64±0.75 vs 3.25±0.80, respectively) and creativity (3.76±0.87 vs 3.43±0.95, respectively) levels in organization, as compared to managers having other than higher education (n=61). No distinct gender‐related differences were seen regarding managers' subjective health. Our research supports general findings in literature, relating lower job satisfaction scores with worse health. Worse subjective mental health was related to dissatisfaction with independence, variety, social status, ability utilization, and working conditions. Worse subjective mental health among women managers was related to dissatisfaction with independence, activity, variety, social status, moral values, and compensation, and satisfaction with authority level. Women sales managers, unlike men managers, with better subjective physical health were more satisfied with variety, moral values, social service, and responsibility.Research limitations/implicationsNonprobability sampling does not allow larger generalizations. Small sample size restricted the analysis of the constructs more deeply. Groups, used for data analysis, were not adjusted by age, education, work experience, etc. Methods used in the study are still under adaptation. Reporting bias because of social desirability effects was not studied in this research as well.Practical implicationsJob satisfaction plays an important role in peoples' lives and is an important research topic of human resource management having both theoretical and practical implications. Understanding the impact of job facets upon satisfaction with work can initiate positive changes in organizations, which could improve working conditions of employees, resulting in lower turnover, absenteeism, and higher organizational commitment – healthy workers in a healthy organization.Originality/valueThe research contributes to job satisfaction literature by providing empirical findings regarding the relationship between job satisfaction and subjective health.