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The concept of job satisfaction as defined by Locke (1976), is "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" Others have defined it as simply how content an individual is with his or her job; whether he or she likes the job or not. It is assessed at both the global level (whether or not the individual is satisfied with the job overall), or at the facet level (whether or not the individual is satisfied with different aspects of the job). Spector (1997) lists 14 common facets: Appreciation, Communication, Coworkers, Fringe benefits, Job conditions, Nature of the work, Organization, Personal growth, Policies and procedures, Promotion opportunities, Recognition, Security, and Supervision. A more recent definition of the concept of job satisfaction is from Hulin and Judge (2003), who have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive (evaluative), affective (or emotional), and behavioral components. Though there are various factors that contribute in inducing job-related satisfaction and dissatisfaction, in this paper an attempt is made to identify which factors most commonly cause job satisfaction or dissatisfaction in education institutes of NCR. Out of various identified satisfaction and dissatisfaction causing factors (by numerous researchers) few randomly factors are identified and analyzed arriving to result and conclusions