This article examines women's job satisfaction from an organizational and individual perspective as well as the commonalities and differences of job satisfaction in the two theories through the medium between Maslow's Hierarchy of Needs Theory and Vroom’s Expectancy Theory to form the motivation for job satisfaction. According to the Maslow’s theory, there are five levels depending on the need which fulfills the desire step-by-step in solving the necessities of life, protecting yourself from danger, belonging to economic stability and organization, receiving recognition of achievement, ability, recognition, honor, status and realizing your potential. In the expectancy theory, the expectation that if an individual strives to perform his or her job, he or she will be rewarded with a reward that forms into motivation. Job satisfaction is the degree of pleasure that members of the organization acquire from their jobs, and women stand at a disadvantage in fair promotion after reinstatement due to pregnancy, childbirth, and child care. This aftermath eventually led to a national crisis of low birth rate. The satisfaction of women's duties will provide a framework for them to fulfill their innate talents, cooperate and serve others, and live a significant and fulfilling life by utilizing God’s given talent.