Across the United States, colleges and universities are adding a significant number of adjuncts and non-tenure track instructors to fill their respective classroom voids as subsequently, fewer opportunities for tenure-track status professors are being made available. While there is an economic value in hiring non-tenure track faculty, many individuals believe a negative correlation exists between such instructors and overall job satisfaction. If individuals are neither motivated nor contented with their role as a non-tenure track professor, does a negative correlation exist between such instructors and job satisfaction? To address this question, data collected from the 2004 National Study of Postsecondary Faculty (NSOPF:04) were obtained to determine the value in such assumptions. Independent t-tests were run to evaluate overall job satisfaction between full-time and part-time non-tenure track professors to tenure-track faculty to identify the strongest predictors for job satisfaction. As this study corresponds with the attitudes and motivation of non-tenure track employees, Frederick Herzberg's Motivation-Hygiene Theory, also referred to as the Two-Factor Theory, is examined to identify any positive correlations and relationships pertinent to the support of this research paper. As Herzberg explains, factors influencing job satisfaction are intrinsic motivators and are different than those that cause dissatisfaction within a job. Factors which impact dissatisfaction are described as hygiene factors and are those extrinsic variables influenced externally. Herzberg's main factors which served as key determinants leading to job dissatisfaction are salary, supervision, work conditions, security, status and relationships with supervisors and peers. When looking at factors influencing satisfaction, Herzberg identifies achievement, recognition, the work itself, responsibility, and growth as the main variables (Herzberg, 1959). This paper examines the impact of non-tenure track faculty status on job satisfaction and suggests that adjuncts and all contractual teachers are less satisfied with their jobs based on teacher classification. This coupled with research regarding sociological implications and examining Herzberg's motivation-hygiene theory, demonstrates the challenges for higher education institutions to provide excellent, suitable and motivational opportunities to its corresponding constitutes who classify as non-tenure track faculty. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]