In today's working society, in which the protagonist is significantly defined by occupation, questions regarding job satisfaction are by no means new, especially given the much-discussed structural change of labour, but rather follow a long tradition of research. Despite the topicality and the wide range of theoretical and empirical approaches, there is still no satisfactory explanation of the phenomenon of job satisfaction, which justifies further investigation of the subject. After presenting the current state of research on job satisfaction and a brief historical outline, job satisfaction is considered as a structured, evaluative and under certain conditions, action-related attitude of the working protagonist to specific areas of his work situation as well as a whole. Based on existing measurement models of job satisfaction, it was necessary to design a standardized survey instrument that should depict the most important dimensions of job satisfaction. During this process, ten key determinants and sub-areas of job satisfaction were isolated: working autonomy, comprehensibility and meaningfulness of work, social climate, work-life balance, advancement, salary satisfaction, environmental conditions of work, identification with the company and job security. Out of 350 sent out questionnaires in the course of an employee survey 112 were processed in the evaluation. A striking result of the data evaluation, which gives occasion to the derivation of operational guidelines, is that workers, compared to employees, are more dissatisfied within most areas of job satisfaction. As the crucial determinants of job satisfaction, the positive perception of the social climate in the company, judgment of comprehensibility and the environmental conditions of the own work, as well as the assessment of training and development opportunities for the staff could be worked out.