The Relationship Between Servant Leadership and Job Satisfaction within the Vaccines Sales Division of a Large U.S.-Based Pharmaceutical Organization

The purpose of this study was to examine the theory of servant leadership as it related to servant job satisfaction for the employees of the vaccines division of a large U.S.-based pharmaceutical organization. There were four relevant findings generated by analysis of the research data: (a) relating to servant leadership, the OLA overall mean score was 229.656 with item mean score of 3.596, establishing an Org 4 organizational health level of Paternalistic, Positive Health, (b) relating to job satisfaction, the overall mean score was 24.0729 with item mean score of 4.012, establishing an Org 5 organizational health level of Servant, Excellent Health, (c) the Pearson’s correlation coefficient between servant leadership, current mood, mood over the past six months, and satisfaction with the benefits package to job satisfaction were all statistically significant, with r values ranging between .4580 and .7637, p < .001, (d) r-square value, the coefficient of determination, for servant leadership, current mood, mood over the past six months, and satisfaction with the benefits package to job satisfaction to job satisfaction were all statistically significant, with r-square values ranging between .2097 and .5876. These findings are consistent with past research that also used the OLA instrument to look at the same variables—servant leadership and job satisfaction—within other industry types. As measured by the OLA, the statistically significant relationship between servant leadership and job satisfaction shows that servant leadership is a variable that positively affects job satisfaction of the participating members of the target group. Based on these positive results and the demonstrated relationship between the two variables, leaders within pharmaceutical organizations could foster servant leadership behaviors to improve employee job satisfaction levels and promote positive organizational health.