Job satisfaction is a very important factor in the general quality of life because it is closely linked to professional life (e.g. Argyle, 1989; Bang & Lee, 2006), family life, daily life and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass and Cooper, 2005). The level of job satisfaction is also closely linked to employee turnover, absenteeism rate, productivity or job accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner, & Crawford, 1997; Ostroff, 1992; Spector, 1997) assert that employees who experience high job satisfaction contribute to organizational commitment, job involvement , their physical and mental health and their general well-being. are improved. In contrast, job dissatisfaction leads to higher absenteeism, employee turnover, and a negative work atmosphere (Clark, Georgellis, & Sanfey, 1998; Judge, Thoresen, Bono, & Patton, 2001). There are many definitions of job satisfaction. According to Locke (1976, p. 1304), job satisfaction is: “a pleasant or positive emotional state resulting from the evaluation of one's work or professional experiences”. Hoppock (1935, p. 47, cited in Scott, Swortzel, & Taylor, 2005) defined job satisfaction as “any combination of psychological, physiological, and environmental circumstances that leads a person to honestly say, “I am satisfied with my job.” ". '”. Spector (1997) states that job satisfaction is measured by an individual's liking or disliking of their job. Although definitions vary, what they have in common is that job satisfaction is an emotional response related to work. Certain aspects of work can lead to employees being changed under certain conditions (Twenge, Campbell, Hoffman, & Lance, 2010; Noordin & Jusoff, 2010). Many researchers (Hui, 1988; Hui & Yee, 1994, 1999) have found that the individualism-collectivism dimension is related to facets of job satisfaction. Satisfaction with work in collectivist cultures has been positively related to satisfaction with payment, promotion opportunities, coworkers, and supervisors, these are extrinsic values. On the other hand, satisfaction with intrinsic work values, such as the nature of work and job security, was found to be higher among individualists than among collectivists (Oyserman, Coon, and Kemmelmeier, 2002). Furthermore, Hui's (1984) study found that collectivistic employees reported higher overall job satisfaction than individualistic workers, primarily in terms of work-related social relationships with supervisors and coworkers...