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Impact of Job Stress on Job Satisfaction among the Pharmaceutical Sales

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Article  in  Research Journal of Pharmacy and Technology · September 2018

DOI: 10.5958/0974-360X.2018.00688

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 Research J. Pharm. and Tech. 11(9): September 2018

ISSN 0974-3618 (Print) www.rjptonline.org

0974-360X (Online)

RESEARCH ARTICLE

Impact of Job Stress on Job Satisfaction among the Pharmaceutical Sales

Representatives
Dr. M. Vasan
Assistant Professor of Commerce, A.V.V.M. Sri Pushpam College (Autonomous), Poondi - 613 503, Thanjavur
Dt. Tamilnadu, India.
*Corresponding Author E-mail: m.vasan@yahoo.com

ABSTRACT:
The prime objective of this study is to identify the relationship between job stress and job satisfaction among the
pharmaceutical sales representatives. The primary data for this study was compiled through well-structured
questionnaire filled in on a one-to-one basis by 200 pharmaceutical sales representatives. The determinants of
job stress that have been idenfitied under this study includes job nature, work relationships, roles and
responsibilities, lack of career development, and organizational structure and climate. The study results clearly
indicated that the majority of the pharmaceutical sales representatives are facing high level of job stress and they
are in the high level of job dissatisfaction. The result also reveals that there is a significant negative relationship
between job stress and job satisfaction.

KEYWORDS: Job Stress, Job Satisfaction, Pharmaceutical Sales Representatives, Medical Representatives,
Impact of Stress.

INTRODUCTION: Job satisfaction is a regulating factor for job stress.

Work life is a most important part of our day-to-day life.
In this competitive world, majority of the populace are
highly spending their time for job related purposes.
Hence, they are more bother about outcome of their
work which causes a great deal of stress (Nilufar Ahsan
et al., 2009; Sundar, 2012). The stress affects the
behavior of individuals and how they communicate with
their peer groups and customers. The people with high
level of job stress may not be satisfied with their job.
This dissatisfaction may negatively influence on the
organizational performance (Sheena et al, 2005; Ajay
Kumar, 2015). So, the modern organizations consider
job stress and job satisfaction of their employees as two
imperative workplace issues (Munich, 2008).
Job stress is a crucial factor to job satisfaction. Job stress
leads to antagonism and job dissatisfaction among the
employees (Munich, 2008). Job satisfaction may protect
the employees from stressors.
Received on 14.06.2018 Modified on 24.06.2018
Accepted on 14.07.2018 © RJPT All right reserved
Research J. Pharm. and Tech 2018; 11(9): 3759-3764.
DOI: 10.5958/0974-360X.2018.00688.1
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During the neo-classical period (1920-1950), theories
supported the fact that job satisfaction of employees
directly affected employees’ productivity. They believed
that there was a cause-effect relationship between
satisfaction and productivity. Job stress is a harmful
physical and emotional response that happens when the
job requirements mismatch with the capabilities or needs
of the employees (U.S., 1999). Hence, unclear job
assignments, lack of promotion, lack of training, job
insecurity are also creating stressful condition (Michie,
2008).
Job satisfaction is the affective orientation of employees
towards their present job. It is viewed as feeling,
attitude, perseverance and beliefs of employees about
various aspects of the job (Lu et al., 2005; Robbins et
al., 2003). There is growing evidence that present trends
in working conditions may have negative effects on job
satisfaction and it affects the physical and mental health
of employees (Faragher et al., 2005). The effect of job
satisfaction consists of two facets i.e., positive impact
and negative impact. Eagerness, high energy and
pleasurable involvement show positive impact of job
satisfaction while distress, unpleasant involvement and
nervousness represent negative impact of job
 Research J. Pharm. and Tech. 11(9): September 2018

satisfaction (Judge and Larsen, 2001). questionnaire comprises demographic profile, job stress
and job satisfaciton. The secondary data have been
In India, the pharmaceutical industry is growing collected from books, journals, magazines, reports and
tremendously for the past few years. This industry is web portals. The sample size of 200 respondents,
highly competitive in nature. It is due to more number of representing 50 each of four Districts in the state of
foreign and Indian companies are entering in this Tamilnadu such as Salem, Namakkal, Erode and
business (IBEF, 2017). It increases the need for the Coimbatore have been proportinately selected to
medical representatives and also their roles and represent the entire universe. Of the 200 respondents, 10
responsibilities simultaneously. The cut-throat respondents have not properly responded. Hence, the
competitive scenario in the market increases the pressure responses collected from 190 respondents have been
of achieving targets to pharmaceutical sales considered for analysis. The data collected from the
representatives which ultimately induced their job stress respondents have been analyzed with the help of
(Nazim Farid, 2015). Statistical Package for Social Sciences (SPSS). The
statistical tools, such as Descriptive statistics, Factor
The working atmosphere of sales representatives is high analysis by principal component method, Karl Pearson’s
stress-based environment in many pharmaceutical coefficient of correlation and Friedman’s test have been
companies (Priya Kalyanasundaram, 2017). Sales applied to analyse and interpret the data.
representatives are facing high level of stress due to
various job related factors such as heavy workload, tight ANALYSIS AND RESULTS:
deadline, mobility nature of work, unattainable targets, Demographic Profile of the Pharmaceutical Sales
long working hours and work pressure. High level of job Representatives:
stress leads to job dissatisfaction among the sales The demography of the employees is the study of the
representatives (Patil and Meena, 2013). composition of a social entity in terms of its members’
attributes. Demographic profile includes age, marital
LITERATURE REVIEW: status, educational qualification, monthly income and
There are several studies have attempted to measure the experience. The researcher has normally included those
relationship between job stress and job satisfaction. The factors which are assumed to have explanatory value in
studies conducted by Stamps and Piedmonte (1986) and the research.
Dilruba (2016) have examined that job satisfaction was
significantly related with job stress. Cooper, et al., Table -1: Demographic Profile
(1989) identified four job stressors that were predictive Demographic Description Frequency Percent
Profile (n=190)
of job dissatisfaction. Vinokur Kaplan (1991) identified Age Below 30 54 28.4
that organization factors such as workload and working 31-40 72 37.9
condition were negatively correlated with job 41-50 37 19.5
satisfaction. Fletcher and Payne (1980) examined that Above 50 27 14.2
lack of job satisfaction was a source of stress, while high Educational Up to HSC 27 14.2
Qualification Diploma/ Degree 104 54.7
level of satisfaction can decrease the effects of job Post Graduate 59 31.1
stress. The studies conducted by Landsbergis (1988), Marital Status Married 124 65.3
Beehr Terry (1995) and Essiam (2015) revealed that Unmarried 66 34.7
high level of job stress were associated with low level of Monthly Below 10,000 45 23.7
job satisfaction. Furthermore, Cummins (1990) has Income (in 10,001-15,000 50 26.3
Rupees) 15,001-20,000 46 24.2
pointed out job stressors were predictive of job
Above 20,001 49 25.8
dissatisfaction and greater chance to leave from the Experience Up to 5 56 29.5
organization. Bemana, et al., (2013), Iroegbu (2014) and (in Years) 6 - 10 64 33.7
Fawaz Jaffar (2017) have identified there was a 11 - 15 37 19.5
negative relationship between job stress and job Above 15 33 17.4
satisfaction. With this background, the present study
aims to identify factors influencing job stress and its Age of the employees divulges that 37.9 percent are in
impact on job satisfaction among the pharmaceutical the age group of 31-40 years, followed by 28.4 percent
sales representatives. are below 30 years age group. The educational
qualification of the employees depicts that 14.2 percent
MATERIALS AND METHODS: are studied up to HSC, 54.7 percent are Diploma/
The research is both descriptive and analytical in nature. Degree holders and 31.1 percent are post graduates. The
Both primary and secondary data have been used. A marital status of the respondents reveal that 65.3 percent
well-structured questionnaire is used to elicit necessary of the employees are married and 34.7 percent are
data from the pharmaceutical sales representatives. The unmarried. The monthly income the of the employees

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 Research J. Pharm. and Tech. 11(9): September 2018

shows that 23.7 percent are earning less than Rs.10,000, Factors Influencing Job Stress among the
26.3 percent are earning between Rs.10,000-15,000 and Pharmaceutical Sales Representatives:
25.8 percent are earning more than Rs.20,001. The This study explores that the predominant factors
experience of the employees indicates that 29.5 percent influencing job stress among the pharmaceutical sales
of the employees are having less than 5 years of representatives. In this regard, Factor analysis by
experience, 33.7 percent of the employees have 6-10 principal component method is used. The result of factor
years of experience and 17.4 percent are having above analysis is presented hereunder.
15 years of experience (Table 1).
Table 2: Variables and Variable Loadings for Job Stress
Variables / Factors Factors Loadings Eigen Value Cronbach’s Reliability Coefficient % variation
Factor - 1: Job Nature
Work overload .736 5.648 8.695 28.072
Mobility nature of work .684
Inadequate compensation .599
Extremely difficult to reach target .557
Excessive physical effort .528
Role ambiguity .530
Factor - 2: Work Relationships
Poor relationships with co-workers, .865 3.285 7. 820 19.119
supervisor, or staff
Problems in giving assignments to others .738
Competition among employees .566
Not accepted by fellow workers .549
Factor - 3: Roles and Responsibilities
Unclear job description .762 2. 151 6.595 10.136
Conflicting job demands .689
Too much responsibilities assigned .634
Too much responsibility for things .522
Factor - 4: Lack of Career Development
Lack of job security .583 1.945 5.184 8.932
Overqualified for job .517
Ambition is inhibited by boss .639
Inadequate credit for accomplishments .583
Factor - 5: Organizational Structure and Climate
Little control over decisions .576 1.584 5.045 6.848
Office politics .445
Restrictions on behavior .586
Discouragement of individual expression .446
Being evaluated continuously .468
KMO Measure of Sampling Adequacy = 0.892; Bartlett's Test of Sphericity = 2923.752, Sig. .000; Cumulative Percentage Rotation Sums of
Squared Loadings = 73.107.

The KMO and Bartlett's test for sampling adequacy for
twenty three variables are found to be 0.892 and the Chi-
square value of Bartlett's test for Sphericity is 2923.752.
This clearly indicated that all the twenty three variables
are different and perfectly distributed in a normal
distribution. This also emphasized that the factor
analysis is highly suitable for twenty three variables of
job stress. The factor analysis by principal component
method with varimax rotation has revealed five eigen
values such as 5.648, 3.285, 2.151, 1.945 and 1.584.
This indicated that the eigen values greater than 1 led to
the existence of five major factors with 73.107 percent
of variance. The rotated component matrix shows that
the variables loadings in each predominant factors of job
stress. The first factor consists of six variables which are
suitably named as ‘Job Nature’. The second factor
contains four variables which are suitably called as
‘Work Relationships’. The third factor includes four
variables which are named as ‘Roles and
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Responsibilities’. The fourth factor comprises four
variables which are appropriately named as ‘Lack of
Career Development’. The fifth factor encompasses five
variables which are aptly named as ‘Organizational
Structure and Climate (Table 2).
Job Satisfaction of Pharmaceutical Sales
Representatives
Job satisfaction is an attitude of employees towards their
work and is based on numerous job related factors. It is
an important from the perspective of maintaining and
retaining the appropriate employees within the
organization, it is about fitting the right person to the
right job in the right culture and keeping them satisfied.
In this section, non-parametric Friedman’s test has been
used to find out the significant difference in the
employees’ attitude towards job related factors.
 Research J. Pharm. and Tech. 11(9): September 2018

Table 3: Job Satisfaction of Pharmaceutical Sales Representatives Table - 4: Relationship between Job Stress and Job Satisfaction
Variables Mean Standard Mean Chi- Sig Dimensions Job Job
Deviation Rank Square Stress Satisfaction
Job Security 2.18 1.107 4.62 617.94 .000 Job Pearson Correlation 1 -.469**
Training and 3.77 1.091 6.23 Satisfaction Sig. (2-tailed) .000
Development Job Stress Pearson Correlation -.469** 1
Performance 2.43 1.071 5.34 Sig. (2-tailed) .000
Appraisal ** Correlation is significant at the 0.01 level (2-tailed).
Promotion 2.72 1.155 6.16
Opportunities
Hypothesis:
Self-recognition 2.48 0.999 5.65
Salary Structure 2.57 1.185 5.27 There is no significant relationship between the job
Welfare 2.75 1.056 6.34 stress and job satisfaction.
measures
Leave facility 3.52 0.862 6.13 The correlation result shows that there is a significant
Motivation 3.33 1.058 5.95
correlation between the job stress and job satisfaction.
Relationship 3.22 1.154 7.56
with peers The correlation values depicts that job satisfaction is
Grievance 2.62 1.137 5.75 negatively correlated with the job stress. It is inferred
Handling that increase in job stress has led to decrease in job
Supervisor’s 2.34 1.106 5.12 satisfaction among the pharmaceutical sales
Attitude
representatives (Table 4).
The results of Friedman Chi-square test (Table 3)
indicates that there is a significant difference in the job
CONCLUSION:
Sales representatives in the pharmaceutical industry are
satisfaction of pharmaceutical sales representatives (χ2
extremely liable to attain their target sales allotted to
=617.94, P=<0.05). The mean ranks shows that the
them within the stipulated time. They are play various
pharmaceutical sales representatives are more satisfied
roles in their job such as coverage of wide geographical
with relationship with their peers (Mean Rank = 7.56)
sales, communicate medicine information, attracting
than other job related factors. The least mean rank value
target customers, explaining details of medicine and on
to job security (Mean Rank = 4.62) and supervisor’s
time delivery of medicines. Hence, they must have
attitude (Mean Rank = 5.12) indicates the
adequate knowledge about the latest medicines and its
pharmaceutical sales representatives are highly
usage. As the role of the pharmaceutical sales
dissatisfied with these factors. Hence, most of the
representatives are not end with marketing of medicines,
pharmaceutical sales representatives are unhappy with
they are also play a vital role in the promoting the
their pay (Mean Rank = 5.27).
business of a company which they concerned. The
present study identified that the factors influencing job
Relationship between Job Stress and Job
stress among the sales representatives in pharmaceutical
Satisfaction:
industry such as job nature, work relationships, roles and
There are numerous studies have been conducted from
responsibilities, lack of career development, and
time to time to understand the relationship between job
organizational structure and climate. Hence, the resuls
stress and job satisfaction (Jagadish:1983; Belicki:1996;
also identified that job stress decrease the job
Wester and Leary: 2000; Marzabadi and
satisfaction of sales representatives.
Tarkhorani:2007; Vasan, 2013). Job performance of the
employees has been greatly connected with job stress
The research concludes that the pharmaceutical industry
and job satisfaction. It would be viewed that the
must be given proper training to sales representatives for
employees who remained satisfied with their job
enhancing their knowledge and skills. The
positions perform really well, whereas the individuals
pharmaceutical companies should understand the needs
who are highly stressed perform poor and they are
of the sales representatives and also satisfy their
always on the look out to switch over from jobs, as job
expectation with respect to salary and perks.
stress could result in medical ailments (Vasan, 2015).
Performance appraisal programmes are periodically
With this background, the present study examined that
conducted and also take steps to motivate the sales
the relationship between job stress and job satisfaction
representatives in terms of both monetary and non-
of the pharmaceutical sales representatives. In this
monetary rewards. Motivation is a key factor to prevent
regard, Karl Pearson’s coefficient of correlation has
from job stress. Sales representatives who are highly
been used.
motivated will feel much happier and they will
dedicatedly work more for the organization. These
measures can reduce job stress and also enhance job
satisfaction of sales representatives. Thus, identification

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 Research J. Pharm. and Tech. 11(9): September 2018
of factors responsible for job stress and its management
at its primary level has long-term benefits both for
employee and employer.
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