Utilizing data from the Federal Employee Attitude Survey, 1979, a survey was distributed to a stratified random sample of 20,000 employees to identify and analyze the factors influencing federal employee worker satisfaction. Questions on the survey ranged from demographics to personal evaluations of the work environment as recorded on a five-choice Likert scale. Analysis of findings showed that meaningfulness of work, autonomy in the job, feedback received, role clarity, and satisfaction with pay consistently increased job satisfaction. Consistently, higher levels of intrinsic motivation proved to be negatively associated with satisfaction. Further analysis indicated that job satisfaction was more dependent upon factors that related to the tasks themselves, while overall working conditions seemed to have less impact. Autonomy in the workplace, group cohesiveness, feedback, levels of trust, and role clarity appeared to have more impact on job satisfaction than salary. Additionally, educational level and age appeared to be significant demographic factors affecting job satisfaction. Major areas of dissatisfaction appeared to center upon inadequacies of performance appraisals, a lack of knowledge of what would influence promotion and pay increases, and insufficient credit for public service. It was also commonly cited that bureaucracies were impersonal because of their emphasis upon specialization and fragmentation and their resistance to innovation. (HOD)