Job Satisfaction can be characterized as having five main components according to the Job Characteristics mode: Skill variety, or the extent to which a job engages novel skills, Task Identity, which is the extent to which workers are able to complete a visible and distinct piece of work, Task Significance, which is the extent to which people see how their work fits into the bigger organizational picture, Autonomy, which is the freedom and independence to plan and structure work, and Feedback, which is the degree to which a worker receives communication about their performance on the job.
A Job Satisfaction Survey should have questions based on all of these elements; however, it is advisable to push the assessment a bit further. By focusing on Employee Engagement, which is a measure of how connected and invested individuals are to the organization, and whether they are willing to put in the extra effort and go above and beyond what is expected of them.
Ideally, we can leverage a Job Satisfaction Survey to get a clearer picture of how committed employees are—not just to their jobs—but to the organization itself. By asking about affective states and level of commitment to the organization itself, and focusing a bit more heavily on Person-Organization fit, we are able to understand how deeply attached employees are to the organization, and whether they will continually act in the best interest of the organization. Job Satisfaction is a big part of the picture, but it is not the whole picture.