During the past few decades, most social scientists have reached a common understanding about the meaning or definition of job satisfaction. Spector, 1997 cited in (VanVoorhis and Levinson, 2006), defined job satisfaction as the level of how individuals enjoy their work and their feelings about different aspects of their job. According to Fogarty (1994) job satisfaction is “the extent to which employees derive pleasure from their efforts at work” (Tuzun, p.729, 2007). Similarly, Locke (1976) defined job satisfaction as “a pleasant or positive emotional state resulting from the evaluation of one's job or work experience” (Biswas, p. 28, 2009). Job satisfaction is essential to retaining and attracting qualified people. Job satisfaction includes specific aspects of the job such as pay, benefits, promotion, working conditions, supervision, policies and procedures, and relationships with coworkers (Misener et al., 1996). Kivimaki and Kalimo (1994) cited in (Al-Zu'bi, 2010) pointed out that employees who are satisfied with their work work have more innovation in their work which contributes to quality improvement. Additionally, job satisfaction has been found to influence customer satisfaction in a positive manner. Many researches conducted in different fields such as business, industry, medicine, social sciences and education reveal that job satisfaction is associated with employee performance, absenteeism, productivity, task success, turnover, professional attitude and other social and personal variables that impact the lives of employees. Over the past fifty years, the study of job satisfaction has been of interest to organizational studies scholars since the 1930s, when Elton Mayo conducted his famous Hawthorne studies. These studies were primarily concerned with the effects of supervision, incentives, and working conditions on job satisfaction. The results of a meta-analysis concluded that there is a strong relationship between job satisfaction and performance (Tillman et. al 2010). Job satisfaction is a mixture of cognitive and actual reaction to different perceptions of what employees would like to receive versus what they actually receive from their organizations. Job satisfaction has two sides: positive and negative. The bright side is where employees experience a high level of satisfaction which leads to positive reactions towards their work such as high quality of work, high productivity, high loyalty and organizational commitment, as well as improved employee health and quality of life. The negative side is when employees experience a low level of satisfaction (dissatisfaction) which leads to negative reactions towards their work such as low productivity, low quality, employee problems, high absenteeism, high turnover and employee complaints which negatively affect on the performance and reputation of the organization.