Job satisfaction is one of the most important work attitudes in organizational behavior, and the important issue for workers in organizations.
The determinants of job satisfaction are pay, promotion opportunities, supervision, coworkers, and the work itself.

There is many factor are affecting its levels.

First of all ,the work situation is the main factor determinant of job satisfaction .the most notable situational influence on job satisfaction is the nature of the work itself, which includes job challenges, autonomy, variety and scope, the another component of any work situation is pay. Pay is therefore an obvious sources of job satisfaction (or dissatisfaction), however, people will sometimes take lower-paying job with meet needs they might have.

Job promotion is the other factor to impact on the satisfaction levels , A promotion implies higher pay and recognition for work well done, and is an indication of status and regard. Supervisors who may earn less than their subordinates, which sometimes happens because subordinates are paid overtime or bonuses which are not paid to management are often understandably dissatisfied.

Besides, the superior-subordinate relationship, in addition to the relationship coworkers, also has an important influence on job satisfaction in the workplace, The way in which an employee perceives a supervisor’s or coworker’s behavior can positively or negatively influence job satisfaction.

Mood and emotions form the affective element of job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause. Positive and negative emotions were also found to be significantly related to overall job satisfaction. Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced.

I agree that job satisfaction is not strongly related to job performance in many recent searches suggested that the failure to find a strong relationship between job satisfaction and performance is due to the narrow means often used to define job performance. In addition, the relationship between job satisfaction and performance was found to be even higher for professional jobs than for less complex jobs, some research indicates that satisfaction does not lead to productivity, but instead that high performance leads to satisfaction, people who perform well have feelings of achievement and accomplishment .Good workers should be therefore rewards with recognition and feedback by their organization.

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Selective Perception is the process by which individuals perceive what they want to in media messages and disregard the rest. Selective perception may refer to any number of cognitive biases in psychology related to the way expectations affect perception. Human judgment and decision making is distorted by an array of cognitive, perceptual and motivational biases, and people tend not to recognize their own bias, though they tend to easily (and even overestimate) the operation of bias in human judgment by others.

The halo effect or halo error is a cognitive bias in which our judgments of a person’s character can be influenced by our overall impression of him or her. It can be found in a range of situations—from the courtroom to the classroom and in everyday interactions. since then several researchers have studied the halo effect in relation to attractiveness, and its bearing on the judicial and educational systems. For example, when the tutorial session ended, you drew a general impression of the tutor on the basis if the single characteristic of humorous, this phenomenon is called the halo effect

The contrast effect is a phenomenon where people perceive greater or lesser differences than are actually present as a result of prior or simultaneous exposure to something with similar base characteristics, but different key qualities. In a simple example of how the contrast effect works with vision, a researcher can present a subject with a dark square and a light square, each enclosing a smaller square. Even if the smaller squares are actually the same color, the contrast effect will lead the viewer to think the square against the dark background is lighter than the one against the light background. For example you attend a job interview, there is another candidate who looks highly presentable, professional and competent, you begin to build up some worries, because you understand that people do not usually evaluate a person in isolation, this reaction to someone is influenced by other persons we have recently encountered, hence ,you may feel worried that the contrast effect may cause distortion in the interviewer’ evaluation about you.

Stereotyping is one form of dysfunctional bias we learned about, stereotyping is a form of bias or prejudice which distorts the way we see the world and, especially, people and organization. Stereotyping involves exaggerating a characteristic held by a member of a group and applying it to all member of that group, For example, to say: all Chinese have slanted eyes, or all Chinese women are submissive is stereotyping .Most stereotypes are false, and this particular form of schema is a dysfunction because it keeps the perceiver from perceiving reality accurately.