This study draws on the job-modification framework and the job characteristics model to investigate the relationship between organizational structure, job characteristics, and work outcomes in export sales organizations. The study offers a conceptual framework and an empirical test using data collected from 160 UK exporters. The results indicate that formalization and centralization have a positive impact on job feedback. Moreover, centralization relates negatively to job autonomy and job variety. Higher levels of job autonomy, job variety and job feedback enhance the job satisfaction of export sales managers. In turn, export sales managers’ job satisfaction relates positively to organizational commitment. Managerial implications are presented and future research avenues are identified.