Job satisfaction is one of the most significant concepts in Organizational Behaviour because it influences individual performance, employee well-being, and organizational effectiveness. It refers to the positive emotional state resulting from an individual's appraisal of his or her job and work experiences. It reflects the degree to which employees like or dislike their jobs and encompasses attitudes toward various aspects such as the nature of work, compensation, supervision, promotion opportunities, co-workers, and working conditions. Job satisfaction is not determined by a single factor but is the result of the interaction between personal characteristics, job characteristics, organizational practices, and environmental influences. One of the major characteristics of job satisfaction is that it is an attitudinal construct. It represents an employee's feelings, beliefs, and emotional responses toward the job. These attitudes influence behaviour at work and determine how employees respond to organizational policies and practices. Since attitudes are subjective, employees performing similar jobs under identical conditions may experience different levels of satisfaction depending on their expectations, values, and personalities. Job satisfaction is multidimensional in nature. Employees may be satisfied with certain aspects of their jobs while remaining dissatisfied with others. For example, an employee may appreciate the challenging nature of work but feel dissatisfied with salary or promotional opportunities. Therefore, job satisfaction cannot be viewed as a single overall feeling but rather as a combination of satisfaction with various job facets. Another characteristic is that job satisfaction is dynamic rather than static. Employees' satisfaction levels change over time due to changes in organizational policies, leadership, work environment, career growth, technological advancements, personal circumstances, and economic conditions. Events such as promotions, transfers, recognition, or organizational restructuring may increase or decrease satisfaction levels. Job satisfaction is also influenced by both intrinsic and extrinsic factors. Intrinsic satisfaction arises from the content of the work itself, including achievement, responsibility, autonomy, creativity, recognition, and opportunities for personal growth. Extrinsic satisfaction results from external rewards such as salary, benefits, job security, working conditions, and organizational policies. Both dimensions contribute to overall satisfaction. Another important characteristic is its relationship with employee motivation and behaviour. Although job satisfaction and motivation are distinct concepts, satisfied employees are generally more motivated, committed, cooperative, and willing to contribute beyond formal job requirements. However,