Scholars have devoted a great deal of research to discern the relationship between job and life satisfaction. Arguably, the topic has been studied so often because assessing the quality of work life (i.e., job and life satisfaction, Danna & Griffin, 2000) is critical toward identifying problems and implementing policies to correct them (Quinn & Staines, 1979). The purpose of this study was to elucidate the relationship between job and life satisfaction among National Collegiate Athletic Association head coaches. Further, we aimed to better understand the magnitude and direction of the relationship between the two constructs, and if the relationship was altered by gender or by the gender of the team. A sample of 348 coaches from both men's (n = 139) and women's (n = 209) teams responded to a mailed questionnaire assessing employment quality in coaching. Four structural equation models were used to assess the relationship between job and life satisfaction, overall, and if the relationships were altered by participant gender or gender of sport coached. Results of the model including the entire sample indicated the hypothesized model fit the data well, Χ2 = (53, N = 348) 77.67, p = .02; RMSEA = .04; CFI = .99. Life satisfaction (β = .44, p < .001) was found to have a significant positive influence on life satisfaction; however, job satisfaction did not have a significant influence life satisfaction (β = .30, p = .09). Results were similar in the remaining models, but the direction of the relationships was altered by sport context. For men's team coaches, the impact of the job satisfaction domain influenced the life satisfaction domain, but not vice versa. However, for the two models testing coaches of women's teams, the relationship was the opposite, as life satisfaction influenced job satisfaction, but job satisfaction did not significantly influence the life satisfaction domain. The results from the study imply that life and job satisfaction are significantly and positively related, but not reciprocal. Further, the unidirectional effects differed based on gender of team coached. From a theoretical perspective, the results of this study support the spillover literature. Pragmatically, the findings offer insights for managers and policy makers depending on context of men's or women's sports. For example, those interested in establishing higher levels of life satisfaction for coaches of men's teams can focus on aspects of the job itself; however, these same managers should not ignore non-work related satisfaction to increase the job satisfaction levels of coaches of women's teams.Keyword(s): athletics/sports, gender issues, sport management