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Differences in Job Satisfaction, Motivation, Job Anxiety, and Work-Life Balance among Pharmaceutical Sales Representatives Based on Generation.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Differences in Job Satisfaction, Motivation, Job Anxiety, and Work-Life Balance among Pharmaceutical Sales Representatives Based on Generation./
作者:	Sayegh, Reinaldo.
面頁冊數:	1 online resource (191 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.
Contained By:	Dissertation Abstracts International79-05A(E).
標題:	Management. -
電子資源:	click for full text (PQDT)
ISBN:	9780355590869

Differences in Job Satisfaction, Motivation, Job Anxiety, and Work-Life Balance among Pharmaceutical Sales Representatives Based on Generation.
Sayegh, Reinaldo.

Differences in Job Satisfaction, Motivation, Job Anxiety, and Work-Life Balance among Pharmaceutical Sales Representatives Based on Generation. - 1 online resource (191 pages)

Source: Dissertation Abstracts International, Volume: 79-05(E), Section: A.

Thesis (Ph.D.)

Includes bibliographical references

Many sales representatives in the pharmaceutical industry have abandoned the pharmaceutical field for other industries after experiencing continual organizational change. Pharmaceutical leaders have been insufficiently effective in addressing the increasing turnover rate in the pharmaceutical industry because different generations require different responses to these structural changes. Researchers have begun to understand the importance of recognizing cohort-based values when devising strategies to improve job satisfaction and decreased turnover rates. The purpose of this quantitative, nonexperimental study was (a) to compare job satisfaction, job motivation, job stress and anxiety, work-life balance, and intention to leave a pharmaceutical sales position based on generation (Millennials, Generation X, or Baby Boomers) and (b) to determine the extent to which age, job satisfaction, job motivation, job stress and anxiety, and work-life balance predicted intention to leave. Data were collected online from 204 sales representatives from leading pharmaceutical companies. Job satisfaction scores were significantly higher for members of Generation X than for Millennials, mean difference = 0.36, p = .003. For intention to leave the job, the score was significantly higher for Millennials than for members of Generation X, mean difference = 0.32, p = .001. In addition, the score was significantly higher for Millennials than for Baby Boomers, mean difference = 0.27, p = .02. Age, job satisfaction, job motivation, job stress and anxiety, and work-life balance predicted intention to leave, adjusted R2 = .46, F(5, 198) = 35.35, p < .001, although job motivation was not significant in the model. The findings of this study will be useful for leaders in the pharmaceutical industry seeking to retain talented sales representatives of all generations by acknowledging and understanding these intergenerational differences and in applying the needed change processes and management styles within the organization. It is suggested that researchers investigate differences in job satisfaction and turnover intention based on gender and income in different generations. Researchers interested in investigating the pharmaceutical industry would be advised to include other companies with smaller sales revenue or lower levels of research and development expenditures. A larger sample size may also provide further information on generational differences.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355590869Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

Differences in Job Satisfaction, Motivation, Job Anxiety, and Work-Life Balance among Pharmaceutical Sales Representatives Based on Generation.
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504 $a Includes bibliographical references
520 $a Many sales representatives in the pharmaceutical industry have abandoned the pharmaceutical field for other industries after experiencing continual organizational change. Pharmaceutical leaders have been insufficiently effective in addressing the increasing turnover rate in the pharmaceutical industry because different generations require different responses to these structural changes. Researchers have begun to understand the importance of recognizing cohort-based values when devising strategies to improve job satisfaction and decreased turnover rates. The purpose of this quantitative, nonexperimental study was (a) to compare job satisfaction, job motivation, job stress and anxiety, work-life balance, and intention to leave a pharmaceutical sales position based on generation (Millennials, Generation X, or Baby Boomers) and (b) to determine the extent to which age, job satisfaction, job motivation, job stress and anxiety, and work-life balance predicted intention to leave. Data were collected online from 204 sales representatives from leading pharmaceutical companies. Job satisfaction scores were significantly higher for members of Generation X than for Millennials, mean difference = 0.36, p = .003. For intention to leave the job, the score was significantly higher for Millennials than for members of Generation X, mean difference = 0.32, p = .001. In addition, the score was significantly higher for Millennials than for Baby Boomers, mean difference = 0.27, p = .02. Age, job satisfaction, job motivation, job stress and anxiety, and work-life balance predicted intention to leave, adjusted R2 = .46, F(5, 198) = 35.35, p < .001, although job motivation was not significant in the model. The findings of this study will be useful for leaders in the pharmaceutical industry seeking to retain talented sales representatives of all generations by acknowledging and understanding these intergenerational differences and in applying the needed change processes and management styles within the organization. It is suggested that researchers investigate differences in job satisfaction and turnover intention based on gender and income in different generations. Researchers interested in investigating the pharmaceutical industry would be advised to include other companies with smaller sales revenue or lower levels of research and development expenditures. A larger sample size may also provide further information on generational differences.
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