The theoretical relationships between employee job satisfaction and employee behavior, and the factors that influence job satisfaction among nurses are considered, along with the type of research that should be conducted on this topic. Although major contributions to the theory of human needs have been made by Maslow and by Herzberg, the relationship between job satisfaction and behavior remains ambiguous. This may be due in part to the lack of specificity of the theoretical models used to investigate these relationships. Attempts to clarify the relationship among motivation, job satisfaction, and productivity are confounded by inconsistencies in research findings. Despite the contrasting points of view, the research in the field supports the perspective that satisfaction and performance are related. They suggest that a low, but consistent relationship exists. Research suggests that a large number of variables are thought to be related to nursing job satisfaction, including shift work, relationship with supervisor, and opportunities to advance and attain ambitions. It is suggested that the variety of perceptions held by nurses as to what constitutes job satisfaction and the complex ways in which these perceptions are formed are among the most salient problems impeding research advancement in this area. The notable absence of longitudinal and replication studies represents one set of problems with job satisfaction research. Additionally, the use of more sophisticated statistical analysis, such as path analysis and/or discriminate analysis, is suggested. Although these techniques presuppose rather large sample sizes, microapproaches to the study of this subject should not be discouraged. Future research should be characterized by more rigor and repetition and focused on verifying extant theories. (SW)