The reciprocal relationships between job satisfaction, life satisfaction and job stress : an empirical investigation of industrial salespeople in New Zealand

Abstract

The marketing literature regarding job satisfaction has grown substantially since the 1970's. The main focus of this literature has been salespeople, especially industrial salespeople. This reflects the importance of a salesperson's role in an organisation. Despite the intense research interest, some significant relationships regarding job satisfaction and related constructs already researched in some fields have not yet taken root in the marketing literature.

This study focuses on two of these relationships, including the reciprocal relationships between job and life satisfaction, and between job satisfaction and job stress. Furthermore, this study provides an extensive overall model including role stressors and work-family conflict as antecedents, and intention to quit and job performance as outcomes of job satisfaction, life satisfaction and job stress. Fifteen hypotheses were tested to investigate the relationships between an industrial salesperson's job attitudes and behaviours.

Out of the 481 questionnaires sent, 203 were completed and returned. In order to test the hypotheses, ordinary least squares regression was performed. The results showed that in a New Zealand sample there were reciprocal relationships between an industrial salesperson's job and life satisfaction and between their job satisfaction and job stress. Of further interest is the lack of importance of sales performance as both an antecedent and consequence. Further testing was performed on relationships not hypothesised and showed that life satisfaction had a much greater influence on job attitudes than was hypothesised. Therefore, it is important for managers to address issues related to life satisfaction, work-family conflict, and the role stress because according to the results of this study, they influence a salesperson’s level of job satisfaction and job stress, which directly affects their intention to quit.