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96). Others like (Weisberg 1994 and Ducharme and Martin, 2000) has also suggests a strong relationship between job characteristics and job satisfaction and the effect that emotional exhaustion could have on employees. Similarly, research focused on the retail context has documented the impact of the work environment on the psychological outcomes of retail employees (Harris and Ogbonna 1998).

However, no reported studies have studied the psychological outcomes of retail store managers vis-à-vis other marketers. Gush (1996) found differences between the needs and expectations of retailers and their college graduate employees. He reported that graduates in store-based positions seek more autonomy and decision-making authority than that provided them. Other research (Commins and Preston 1997; Walter and Rands 1999 and Ko and Kincade, 1997) work outcome on the retail work environment, suggest that if work environment is less supportive, highly routine, less challenging, and underused the skills of employees, then the psychological outcomes of retail store managers (but not corporate ones) would likely be less positive than those associated with other marketing related careers.

Indeed, it is important to recognise that pay is as psychological as much as been economic phenomenon. A study by Lee and Martin (1996) found that employees' loss of high-tier status possibly explained their pay dissatisfaction when they changed from high-tier to low-tier jobs. This is despite the fact that their pay was increased in the low-tier jobs. In a study by Oshagbemi (1997), overall job satisfaction was positively and significantly related to rank but not gender or age. Directors were most satisfied with their overall jobs followed by senior managers, and supervisors in that order. Hence the objective of this study is to explore the pattern, if any, between pay satisfaction and rank, gender and/or age.

Kovach (1993) surveyed over 900 employees in manufacturing jobs across a number of industrial organisations in the USA to determine levels of pay and benefits and satisfaction level with each. He found, among other things, that in the area of pay, workers in private organisations received higher absolute levels and were more satisfied with their monetary compensation compared with workers in public organisations. In the area of benefits, however, the relationship reverses with public sector employees receiving more and indicating a higher level of satisfaction.

Roberts and Chonko (1994) research work on the relationship of satisfaction with pay and turnover (the intention to seek new jobs) for men and women in retail sales. The study found no difference in the effect that satisfaction with pay had on men and women's intention to turnover. Vest et-al., (1994) investigated the relationship of self-rated performance to pay level satisfaction, among other issues. Self-rated performance exhibited a significant negative relationship with pay satisfaction. This study has explored the relationships between genders; ranks, age and satisfaction with pay in the UK supermarkets and discount food stores.

Job Satisfaction as Predictor Variable.

The level of employee job satisfaction can have an impact on organizations. Potential organizational 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。