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This study investigated the relative impact of specific satisfaction variables, supervisory variables, organizational and individual demographic variables on overall job satisfaction, role conflict, and role ambiguity of telemarketing sales employees. The sample included 129 employees working in 10 different telemarketing organizations. The results suggest that supervisory behaviors such as goal setting and work facilitation are significant predictors of role conflict and role ambiguity. Control over work pace, inbound versus outbound operation, and marital status were also significantly realted to role conflict and role ambiguity. Satisfaction with promotion and role conflict were significant predictors of overall job satisfaction. Implications of the findings for management of human resources in telemarketing organizations and suggestions for future research are discussed.

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