Journal of Business and Management Sciences, 2020, Vol. 8, No. 3, 89-96 Available online at http://pubs.sciepub.com/jbms/8/3/3 Published by Science and Education Publishing DOI:10.12691/jbms-8-3-3 The Congruency between Motivation and Job Satisfaction in the Context of an Organizational Environment Mahdi Safa 1,* , Johanna Huhtamäki 2 , Parsa Safa 3 , Tobias Riker 4 , Hassan Nasir 5 , Nomita Sharma 6 1 Engineering Technology, Sam Houston State University, Huntsville, TX 2 Supply Chain Manager, Fredman Operations Oy, Lappi 3 Political Science Department, Baylor University, Waco, TX 76706 4 Lamar University, Beaumont, TX 77710, U.S. 5 Department of Civil Engineering, CECOS University of IT & Emerging Sciences, Peshawar 6 Department of Management Studies, University of Delhi *Corresponding author: Received October 21, 2020; Revised November 22, 2020; Accepted December 01, 2020 Abstract The professional competence of employees within an organization plays a major role in overall performance. Job satisfaction and motivation are critical conditions for the effective application of skills and knowledge. The degree of job satisfaction, as well as motivation, can have a substantial impact on the behavior of an individual. There might be a correlation between higher levels of dedication or stimulation with higher performance. It is indeed a challenge for any organization to increase job satisfaction through motivation. This study investigates the conceptual outlook relating the two important issues in strategic human resources management, i.e. motivation and job satisfaction. The helix application has been used for conducting surveys. The results of the study show that the importance of intrinsic motivation is particularly significant in a relationship between job satisfaction and motivation. Keywords: motivation, job satisfaction, organizational environment, strategic human resource management, Organizational Theor Cite This Article: Mahdi Safa, Johanna Huhtamäki, Parsa Safa, Tobias Riker, Hassan Nasir, and Nomita Sharma, “The Congruency between Motivation and Job Satisfaction in the Context of an Organizational Environment.” Journal of Business and Management Sciences, vol. 8, no. 3 (2020): 89-96. doi: 10.12691/jbms-8-3-3. 1. Introduction Job satisfaction and motivation are considered as important concepts in the study of Organizational Theory. Motivation is an important element in improving work productivity [1,2,3,4]. Employee motivation has always been a central problem for leaders and managers [5]. Furthermore, motivation has been regarded as a driving force influencing decisions associated with the employees’ promotion; motivation “is like an internal self- charging battery” [6]. Motivation at the workplace is considered as a key subject among managers, teachers, coaches, and parents, for stimulating performance among others [7]. Job satisfaction is not the same as motivation, although it is linked. A definition of the concept of job satisfaction was proposed by Judge et al. [8,9]; job satisfaction includes multidimensional psychological responses to an individual’s job, and these personal responses have either cognitive, affective, or behavioral components. This study investigates a key theoretical perspective of strategic human resource management: motivation and job satisfaction theories. Motivation and satisfaction can play a huge role in an overall employee’s commitment toward an organization. Motivation and satisfaction have been well theorized and studied in the empirical literature. But there is paucity in the past literature highlighting the correlation between satisfaction and motivation in the context of an organizational environment. This study is composed of two phases; the first phase presents the conceptual background of strategic human resource management with respect to motivation and job satisfaction theories. The second phase presents the result analysis of the empirical survey. The survey is based on Meyer and Allen's three-component commitment model that has used the Helix application. 2. Motivation Literature suggests different opinions of the researchers concerning motivation. For instance, several research