Background Job satisfaction is an emerging indicator for measuring workers’ occupational well-being, however this has been poorly studied in those with managerial roles. Objective We aimed to explore job satisfaction in workers and to determine and assess psychosocial factors that may influence this relationship. Methods Data from Wittyfit’s users were collected between January 2018 and February 2020. Volunteers anonymously provided socio-demographic data and responses to questionnaires about their levels of job satisfaction and psychosocial feelings (ambiance, meaning, organization, recognition, values, work-life balance). Results 10,484 employees (40.9% of women) and 836 managers (33.9% of women), i.e. 11,320 workers with median age of 45 years and seniority of median 10 years of service, were included in the study. Job satisfaction of workers was higher in managers than employees (mean ± SD 68.1 ± 20.4 vs 57.8 ± 24.2, p < .001), as were their feelings about ambiance (71.2 ± 20.9 vs 66.1 ± 24.2), meaning (66.9 ± 21.8 vs 56.1 ± 23.1), organization (55.3 ± 23.6 vs 46.6 ± 24.6), recognition (62.8 ± 23.9 vs 48.3 ± 26.7) and values (66.3 ± 21.7 vs 56.5 ± 23.1) (p < .001). There was no difference in work-life balance (58.1 ± 23.9 vs 59.2 ± 23.4, p = 0.2). All psychosocial factors had an impact on job satisfaction for both managers and employees (p < .001). High job satisfaction was more prevalent in workers who were managers than in employees (84.6 vs 68.8%, p < .001). Even though the managerial position was the most influential factor of job satisfaction (OR = 2.65, 95% CI 2.18 to 3.23, p < .001), other socio-demographic variables such as age (0.87, 0.79 to 0.95, p = 0.002) and seniority (0.71, 0.65 to 0.79, p < .001) also had an influence, although three times less. Conclusions Managers seem to have higher job satisfaction and psychosocial feelings about their work than employees. Psychosocial factors, many which are modifiable, as well as socio-demographic factors such as age and seniority, may influence job satisfaction among workers.

RC, SD and TC are part of Wittyfit. Other authors have declared that no competing interests exist (F.D. is responsible for the scientific accuracy of Wittyfit, but is not paid by Wittyfit as previously published, Wittyfit is a public private partnership with the CHU Clermont-Ferrand).

The author(s) received no specific funding for this work.

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This study was approved by the National Commission for Data Protection and Liberties (CNIL), and the South-East VI ethics committee (clinicaltrials.gov identification number NCT02596737).

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Data from Wittyfit cannot be transmitted without the prior consent of the company’s corporate clients, except to the University Hospital of Clermont-Ferrand, France, which may use the data for research purposes.