Job motivation and satisfaction, since their discovery as critical elements in organization management had remained authors’ study delight. A mere mention of them invokes different reactions from different persons. It has been observed that the controversy and ambiguity surrounding them as management constructs are persisting, especially, among the Nigerian organization managers. Many of such managers would wish to avoid their deployment in the management of their organizations in order not to be roped in such controversy, despite their critical importance. It has also been observed that most of the studies on the identified constructs were concluded based on different opinions (literature), instead of empirical generalization. This study is set out to empirically investigate the extent of the relationship between motivation and job satisfaction in order to establish their interchangeable or otherwise distinct management constructs. A descriptive survey research was adopted for this study, and correlation design as its method was used for the analysis of the data, which was collected through self designed questionnaire. Pearson Moment Correlation Coefficient was used to determine the internal data consistency. The study population is made up of 68 numbers of broad ranged managers in the study organisation. All the population constitutes the sample size. The study is highly significant, more especially, to the organization managers in Nigeria, who through this rational clarification shall form positive opinion about them, and deploy such appropriately in managing their organizations. The study shows strong correlate between job satisfaction and motivation. The study further shows that the two can be used interchangeably as management constructs. Based on the findings, this study recommends for their use as interchangeable management constructs.
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