International Journal of Innovation in Social Sciences Volume 2, Issue 1, 2017 THE INFLUENCE OF MOTIVATION FACTORS TOWARDS JOB SATISFACTION AMONG STAFF IN PROPERTY DEVELOPER ORGANIZATION Haliza Mohd Said 1 *, Roslan Mohd Rose 1 , Mohamad Fairol Saliken 1 , Mohamad Sharif Mok Som 1 , Ibrahim Surib 1 . 1 Asia Graduate School of Business, UNITAR International University, Malaysia * Corresponding author lizasaid@unitar.my ABSTRACT The purpose of this study is to investigate the influence of motivation factors towards job satisfaction among staff in a property developer organization. The findings in this study are based on the questionnaire distributed among employees of Zenith Corporation (actual name is not disclosed due to confidentiality). The research used purposive sampling of 200 employees in Zenith Corporation. Data were collected through a close-ended questionnaire and an open-ended questionnaire using a Likert scale. Respondents represented various departments, including managerial and supporting level. The data were then analyzed using SPSS software. Results have shown that supervisor support, career development and working environment have a significant impact towards employees’ job satisfaction in Zenith Corporation. On the contrary, pay and benefit has no significant influence towards job satisfaction. Keywords: Job Satisfaction, Motivation, Pay and Benefits, Supervisor Support, Career Development and Working Environment. INTRODUCTION Organizations cannot avoid dealing with employee-related issues and challenges in their business activities. One of the main challenges is declining motivating forces among employees due to various factors. Motivation plays an important role in influencing job satisfaction, work performance and productivity among employees, both public and private sectors. The level of employees’ job satisfaction can be determined by the sense of accomplishment as the desired expectations were fulfilled. According to Gordon (1999), job satisfaction is achieved when the job meets the values, expectations and standards of an individual and able to raise the degree of commitment and performance. From an employee point of view, when their level of satisfaction increased, they will find work to be more interesting and inspirational (Dinler, 2008; Wright & Davis, 2003). Maslow (1954) recommended that there are four fundamental needs that must be fulfilled so that a man can act appropriately. The four essential needs are psychological, safety, love, and esteem. Once