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Abstract This paper aims to identify the concept of job satisfaction and the scientific theories that explain it. It also aims to identify the factors that work to achieve job satisfaction for employees. Scientists and researchers have different definitions of the concept of job satisfaction, but they agreed that it is an emotional state of satisfaction in the employee’s soul regarding his work. This paper touched on some theories that explain the state of job satisfaction, including Maslow’s theory of needs, Herzberg’s motivator-hygiene theory; the Job Characteristics Model; and the dispositional approach Then, the most important factors that affect achieving job satisfaction among employees were discussed. It has been divided into three sections: personal factors, factors related to the work environment, and factors related to the work organization itself Introduction: Organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a business is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition. In order to increase efficiency, effectiveness, productivity and job commitment of employees, the business must satisfy the needs of its employees by providing good working conditions( Abdul Raziq and Raheela Maulabakhsh 2015 ) Several studies had been conducted to investigate the relationship between job satisfaction and performance whether individually, in work groups and organizations. According to Locke, there are about 3,000 researches and related studies that focus on job satisfaction since 1976 and it remains to be of significance until today (Revenio Jalagat,2016) Job satisfaction, as an academic concept, has aroused wide attentions from the fields of management, social psychology, and practical operations in recent years(Yanhan Zhu,2013) Job satisfaction is undeniably considered as one of the major considerations in assessing the efficiency and effectiveness of any business organizations. (Revenio Jalagat,2016) Job is one of the important elements of people’s life. Their living style and their social lives depend on their jobs. Work stress or burnout would have a negative impact on job satisfaction and on levels of well-being. So that I will find out in this study the factors that affect job satisfaction to improve lifestyle. -Definition of job satisfaction: Job satisfaction is a complex and multifaceted concept which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of an attitude, an internal state. It could be associated with a personal feeling of .achievement, either quantitative or qualitative (Mullins, 2005) The formal definition of the job satisfaction could be traced back to the studies of Fisher and Hanna in the year 1931. Based on amounts of case studies, they described the job satisfaction as: a product of nonregulatory mood tendency. In the year 1976, Locke improved the study of Fisher and defines job satisfaction as “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” which grows in the process of evaluating an individual’s work experience. (Locke1976) According to Locke’s Range of Affect Theory, job satisfaction is influenced by the discrepancy between what individuals expect from their jobs and what they actually receive (Locke, 1976). When these expectations are met or exceeded, employees tend to experience higher levels of satisfaction. Others have defined it as simply how content an individual is with their job such as Hoppock (1935) who defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job. One of the old definitions of job satisfaction described it as an “effective orientations on the part of the individuals towards work roles which they are presently occupying (Vroom 1964) Spector (1997) pointed out that there is a strong correlation between job satisfaction and organizational outcomes such as employee turnover, absenteeism, and job performance (Spector, 1997). Organizations with high levels of job satisfaction among their employees are more likely to achieve greater productivity and profitability. Spector lists 14 common facets: appreciation, communication, coworkers, fringe benefits, Job conditions, nature of the work, organization, personal growth, policies and procedures, promotion opportunities, recognition, security, and supervision. Ellickson and Logsdon (2002) support this view by defining job satisfaction as the extent to which employees like their work Job satisfaction reflects an individual’s overall evaluation of their job experience. It encompasses various factors such as, opportunities for advancement, work environment, compensation, and interpersonal relationships within the workplace (Judge et al., 2001) Job satisfaction can be viewed on one side as the person’s state of positive and negative feeling towards his job and to some extent the person’s feeling of whether he likes or dislikes his work (Armstrong, 2006) Aziri (2008) opined that, job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs. According to O’Leary (2009) job satisfaction is the feeling of fulfilment or enjoyment which people derive from their jobs I think the closest definition to reality among employees is the definition of job satisfaction by Armstrong (2006) Job satisfaction theories Job satisfaction theories have a strong overlap with theories explaining human motivation. Employee satisfaction theories aim to understand and enhance employee contentment and fulfillment within the workplace. The most common and prominent theories in this area include: Maslow’s needs hierarchy theory; Herzberg’s motivatorhygiene theory; the Job Characteristics Model; and the dispositional approach Hierarchy of needs: Maslow’s Theory of Motivation/Satisfaction (1943) Maslow’s hierarchy of needs is the most widely known theory of motivation and satisfaction (Kaur, 2013). Saif et al. (2012) indicate that Maslow’s theory of the hierarchy of needs was the first motivation theory that laid the foundation for the theories of job satisfaction. This theory serves as a good start from which researchers can explore the problem of job satisfaction in different work situations (Saif et al., 2012). Building on human psychology and clinical experiences, Maslow argued that individual motivational needs could be ordered as in a hierarchy. Some needs take precedence over others. Maslow (1943) identified five levels of needs: 1. Physical needs (drink, air, shelter, sleep, etc.) 2. Safety needs (police, schools, business, medical care and physical protection) 3. Social (friendship, family and work) 4. Esteem/achievement needs (prestige given by others) 5. Self-actualization (Seeking personal growth and self-fulfillment (Nambie,2021) Therefore, it is important to help employees to meet their needs. must take into account the following; Organizations – recognize employees’ accomplishments to satisfy their esteem needs desired behaviours. – Provide financial security: financial security is an important type of safety need. Organizations should motivate their employees’ needs to make them financially secure by involving them in profit-sharing in the organization. – Provide opportunities to socialize: socialization is one of the factors that encourage employees to feel the spirit of working as a team. When employees work as a team, they tend to increase their performance. – Promote a healthy workforce: companies can help their employees’ physiological needs by providing incentives to keep them healthy both .physically and mentally Motivator-Hygiene Theory: Herzberg’s two-factor theory is the most broadly researched and argued theory of motivation at the workplace. These factors were divided into motivator factors (intrinsic) such as recognition and growth opportunities promote satisfaction and hygiene factors (extrinsic) like working conditions and salary can prevent dissatisfaction. (Herzberg, 1968) As the theory suggests motivator factors cause positive job attitudes or job content leading to proper performance at the workplace. However, the lack of these factors does not prove high levels of dissatisfaction. These factors include achievement, advancement, recognition, growth, work itself and responsibility. They are also concerned with the conditions around the job which may indirectly affect the job. (Sobaih,2020) However, a review of literature revealed criticisms of the motivatorhygiene theory (Karimi, 2008). For example, the theory ignores individual differences and supposed that all employees react similarly to the changes in motivators and hygiene factors Expectancy Theory Furthermore, Expectancy Theory, proposed by Vroom (1964), posits that job satisfaction is influenced by an individual’s belief that their effort will lead to performance, which in turn will lead to rewards. If an employee believes that their efforts will be rewarded fairly, they are likely to experience higher job satisfaction. This theory suggests that individuals consider three factors: expectancy (belief that effort leads to performance), instrumentality (belief that performance leads to outcomes), and valence (value placed on outcomes). This theory is considered the most comprehensive theory of motivation and job satisfaction (Robbins & Coulter, 2005). It explains that motivation is a product of these factors-how much a reward is wanted (valence), the estimate of probability that effort will lead to the successful performance and the estimate that performance will result in getting the reward (instrumentality) (Newstrom, 2007) Critics contend that expectancy theory places too much emphasis on rational decisionmaking and may neglect the influence of emotional and social factors on .job satisfaction. Job Characteristics Model: Job characteristics model developed by J. R. Hackman and Greg Oldham (1976). their research focused on worker motivation. According to the theorists, there are five cores affect the worker’s assessment of the importance of his or her job. The five core job characteristics are: Skill variety: skill variety describes the abilities or talents a worker uses to complete the job. These activities should not only be different but they also need to be distinct enough to require different skills. According to the job characteristics model, jobs that require a wider range of skills are more motivating 2. Task identity: Task identity refers to the degree to which the worker sees the outcome of his or her efforts 3. Task significance: significance relates to the impact of the job on others, both inside and outside the organization. (Smither,2004) 4. Autonomy: autonomy is the degree to which the jobholder is free to schedule the pace of his or her work and determine the procedures to be used. 5. Feedback: feedback is the information employees receive about the effectiveness of their performance (Tosi et al., 2000) Critics suggest that the model may not concern about the individual differences in how .employees perceive and respond to job characteristics. Dispositional approach; Dispositional research has mainly focused on the role that personality plays on individuals’ attitudes and behaviors in the workplace. More specifically, dispositionalism claims that individuals have a set of relatively stable, unobservable mental states -which are linked to their personality traits- that affect the job satisfaction they are likely to experience across a wide variety of organizational settings. (Pujol,2020) In conclusion, understanding and applying these theories can aid organizations in creating environments conducive to employee satisfaction and motivation, ultimately leading to improved performance and retention. factors of job satisfaction There are a variety of factors that can influence a person’s level of job satisfaction. The literature often distinguishes between situational and dispositional factors of job satisfaction. While situational factor represents job characteristics, dispositional factors are personal features )2008(of an individual. Marek Franek, Jakub Večeřa Several studies have tried to identify the factors that affect the level of job satisfaction among employees. Some researches mentioned that Policies of Compensation and Benefit are the most important variable for employee satisfaction including salaries, bonus and incentives such as medical allowance, educational allowance,etc. (singh,2013) According to Marek Franek, Jakub Večeřa(2008) gender, education, age and job level affect job satisfaction of employees. Other studies focus on the effect of other factors such as the nature of work, salary, advancement opportunities, management, work groups and work conditions (Aziri . 2011) :In general, the factors can be divided into .Personal factors such as gender, age, education and self-efficacy Work environment factors such as The nature of work, Work groups and Work conditions, Interpersonal relations and Relationship with .immediate supervisor Organizational factors such as company policies, supervision, -3 salary, Job security, advancement and opportunities Personal factors: Gender and Job Satisfaction: women are satisfied with their job than man. This may be because of multiple role of women when they take position outside home. It was found that, women prefer to work with friendly people, good social position in spite of less pay. IOSR Journal Of Humanities And Social Science (IOSR-JHSS) Volume 14, Issue 5 (Sep. – Oct. 2013), PP 45-54( P. K. Mishra) Education and Job Satisfaction: In many studies job satisfaction has been found to decrease with increasing educational level .It is assumed that education, which does not lead to extrinsic rewards (money, prestige, authority, and Age and Job Satisfaction: Many studies have investigated this phenomenon and it is often observed that age differences are greater than those associated with gender or education. Workers above the age of 40 become less satisfied with their jobs, Older workers may become increasingly disappointed, recognizing that their expectations are becoming more and more limited Marek Franek, Jakub Večeřa(2008) Personality and Job Satisfaction; Affective personal disposition is composed of two facets – positive affectivity and negative affectivity . Individuals, who score high in positive affectivity, are predisposed to experience positive emotionality, while high negative affectivity individuals are predisposed to experience negative emotions=== Marek Franek, Jakub Večeřa(2008) Occupational Status and Job Satisfaction: It has been found that employees are more dissatisfied in the jobs which . have less social status and prestige IOSR Journal Of Humanities And Social Science (IOSR-JHSS) Volume 14, Issue 5 (Sep. – Oct. 2013), PP 45-54( P. K. Mishra) Work Environment and Job Satisfaction: A positive work environment fosters job satisfaction. This includes factors like supportive colleagues and effective communication (Robbins & Judge, 2019 Working conditions: Employees are highly motivated with good working conditions as they provide a feeling of safety, comfort and motivation .Feeling safe and comfort in working environment • .Working methods • .Security guards and parking facility • .Well ventilated with good light fans and air- conditioning • Neat and clean office place, rest area and washrooms • Comfortable and well-equipped workspaces contribute to employee : satisfaction and productivity (Oldham& Brass, 1979) Work-Life Balance: Flexibility: Offering flexible work arrangements enables employees to achieve a better work-life balance, leading to higher job satisfaction (Kelly& Moen, 2007) Work Team; . Isolated workers dislike their job. The work groups make use of a remarkable influence on the satisfaction of employees. Journal of Indian Research (ISSN: 2321-4155) Vol.1, No.4, October-December, 2013, 105111, A STUDY OF EMPLOYEES’ JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE Jitendra Kumar Singh Relationships and Social Support: . Supportive leadership promotes trust, communication, and employee satisfaction (Eisenberger, Huntington, Hutchison& Sowa,1986) Leadership Styles: . Democratic leaders promote friendship, respect and warmth relationship among the employees. Following points come under this category: Prefer democratic style of leadership • Friendship, respect and warmth relationship • Journal of Indian Research (ISSN: 2321-4155) Vol.1, No.4, October-December, 2013, 105111, A STUDY OF EMPLOYEES’ JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE Jitendra Kumar Singh Relationship with Superior: Relationship with immediate supervisor • • authority • Communication between employees and senior management. Treatment to employee are important to achieve job satisfaction. Type of Work: Studies have shown that in job causes greater job satisfaction than the routine work. Where skill exists to considerable degree, it tends to become the first source of satisfaction to the employees Journal of Indian Research (ISSN: 2321-4155) Vol.1, No.4, October-December, 2013, 105111, A STUDY OF EMPLOYEES’ JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE Jitendra Kumar Singh Organizational factors: Opportunities for Growth : Employees value opportunities for professional development and career advancement. Organizations that provide training programs, mentorship, and clear paths for promotion tend to have more satisfied employees (Spector, 1997) Policies of Compensation and Benefit: This is the most important variable for employee satisfaction. Compensation can be described as the amount of reward that a worker expects from the job. Following points :may be delineated under this category Salaries or wages • Bonus • Journal of Indian Research (ISSN: 2321-4155) Vol.1, No.4, October-December, 2013, 105111, A STUDY OF EMPLOYEES’ JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE Jitendra Kumar Singh Recognition and Rewards**: Acknowledging employees’ . contributions through rewards, bonuses, or simple recognition boosts morale and enhances job satisfaction (Ryan& Deci, 2000) Autonomy and Empowerment**: Giving employees autonomy to make decisions and control over their work processes leads to higher job satisfaction. Empowered employees feel more engaged and invested in their work (Hackman& Oldham, 1976) Organizational Culture: A supportive and inclusive organizational culture fosters a sense of belonging and satisfaction among employees (Holt, Armenakis, Feild& Harris, 2007) Incentives such as medical allowance, educational allowance, HRA etc • Job Security: . Organizations that provide stability and clear expectations regarding job security tend to have higher levels of job satisfaction among employees (Judge & Watanabe, 1994). Job security is an employee’s assurance or confidence that they will keep their current job such as Facility of transfer Accessible / reasonable target • Leaves • Journal of Indian Research (ISSN: 2321-4155) Vol.1, No.4, October-December, 2013, 105111, A STUDY OF EMPLOYEES’ JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE Jitendra Kumar Singh Autonomy and Empowerment**: Giving employees autonomy to make decisions and control over their work processes leads to higher job satisfaction. Empowered employees feel more engaged and invested in their work (Hackman& Oldham, 1976) Promotion and Career Development: Promotion can be reciprocated as a significant achievement in the life. It promises and delivers more pay, : responsibility, authority, independence and status.this include : .Opportunity for promotion • .Equal opportunity to grow despite being male or female • .Training program • .Opportunity for use of skills and abilities • Journal of Indian Research (ISSN: 2321-4155) Vol.1, No.4, October-December, 2013, 105111, A STUDY OF EMPLOYEES’ JOB SATISFACTION AND ITS IMPACT ON THEIR PERFORMANCE Jitendra Kumar Singh Findings: job satisfaction among employees in organizations increases productivity and enhance customer satisfaction and loyalty. Job satisfaction is a complex and multifaceted concept which can mean different things to different people. Understanding and applying the theories of job satisfaction can aid organizations in creating environments conducive to employee satisfaction and motivation, ultimately leading to improved performance and retention. There are a variety of factors that can influence a person’s level of job satisfaction. the factors can be divided into personal factors ,work environment factors and organizational factors. Suggestions: Organizations must work to achieve employee job satisfaction because of its importance in developing and improving production Researchers should study facilities that have a large rate of turnover and lack of continuity of employees to find out the causes and address them. It is recommended that establishments conduct surveys to determine the level of employee satisfaction and address deficiencies, if any. Refrences Abdul Raziq and Raheela Maulabakhsh. (2015), “Impact of Working Environment on Job Satisfaction”, Procedia Economics and Finance, Volume 23, Pp. 717-725. 2 Armstrong M (2006) A Handbook of Human resource Management Practice, Tenth .Edition, Kogan Page Publishing, London, , p. 264 Aziri B. 2011, JOB SATISFACTION: A LITERATURE REVIEW, Management Research and Practice, Issue 4 / December 2011 (77-86) Kaur, A. (2013). Maslow’s Need Hierarchy Theory: Applications and criticisms. Global Journal of Management and Business Studies, 1061-1064 Marek Franek (2008) PERSONAL CHARACTERISTICS AND JOB SATISFACTION, EKONOMIE A MANAGEMENT 4 / 2008(63-76) Nambei Asoba (2021) THEORIES OF JOB SATISFACTION IN THE HIGHER EDUCATION CONTEXT. Walter Sisulu University, Academy of Entrepreneurship Journal Volume 27, Issue 2, 2021 O’Leary, P., Wharton, N., & Quinlan, T. (2009). Job satisfaction of physicians in Russia. International Journal of Health Care Quality Assurance, 22(3), 221-231. Pujol-Cols, L., & Dabos, G. E. (2020). Dispositional and situational factors at work: A validation of scales and examination of effects on job satisfaction. Academia .Revista Latinoamericana de Administración, 33(1), 49-70 Sobaih, A. E. E., & Hasanein, A. M. (2020). Herzberg’s theory of motivation and job satisfaction: Does it work for hotel industry in developing countries?. Journal of Human Resources in Hospitality & Tourism, 19(3), 319-343 Yanhan Zhu,2013A Review of Job Satisfaction , Asian Social Science,Nov2013(.1911-2025 Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297–1349). Rand .McNally Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and .consequences. Sage Publications Herzberg, F. (1968). One more time: How do you motivate employees? Harvard .Business Review, 46(1), 53–62 Oldham, G. R. (1976). Motivation through the design of work: & ,.Hackman, J. R Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279 1. Herzberg, F. (1968). One More Time: How Do You Motivate Employees? Harvard Business Review. 2. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance, 16(2), 250–279. 3. Adams, J. S. (1965). Inequity in Social Exchange. In Advances in Experimental Social Psychology (Vol. 2, pp. 267–299). Academic Press. 4. Vroom, V. H. (1964). Work and Motivation. John Wiley & Sons. Allen, T. D., et al. (2000). The Work-Family Interface: A Comparison of WorkFamily Conflict and Work-Family Balance. Journal of Vocational Behavior, 56(3), .456-471 Oldham, G. R. (1976). Motivation through the design of work: & ,.Hackman, J. R .Test of a theory. Organizational behavior and human performance, 16(2), 250-279 Watanabe, S. (1994). Individual differences in the nature of the & ,.Judge, T. A relationship between job and life satisfaction. 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