1 Introduction
1.1 Concept of Job Satisfaction and Literature Review
Human recourse is the most precious asset of any company and organization. The ability of a firm to mange their “people” would directly make impact on its functioning and future. The concept of job satisfaction, to some extent, acts as a toolkit for managers to evaluate their workforce and may help to make improvement according to the results. This can be defined as “ the degree to which people like their jobs and different aspects of their jobs.” (Paul E.Spector, 1997). People who achieve high job satisfaction would enjoy their work and see it as their main part of life. On the other hand, some people do their jobs only because they have to. The cause and consequence of employee’s job satisfaction is one of major domain in many social science studies, especially within organizational behavior field. Researches and investigations have paid high attention to employee’s job satisfactions to see whether it affects workers’ performance and productiveness. It is also very common for many companies to implement assessment, where employers are concerned with employee’s physical and psychological well-being.

Literature on job satisfaction can be chased back to the beginning of 1930s, where systematic studies about the nature and drivers of job satisfaction were carried out (Manisera, 2005). Numerous studies have been conducted to determine which is the most important factor to make people happy with their jobs. A review of literature suggests that there is no single agreement on the determination of employee’s job satisfaction. Pay is normally thought to be a popular factor behind job satisfaction; however, it depends on different group of employees. For example, it was found that the younger workers are more likely to be satisfied with the salary they got paid, while the experienced workers may