The purpose of this quantitative study was to examine attributes that classified employees deem important to their job satisfaction within the nine community colleges in Orange County, California. Often overlooked and undervalued, classified employees play a vital role in the higher educational process. Frederick Herzberg's two-factor theory of motivation, which states that there are two sets of factors that affect job satisfaction, hygiene and motivator, was used as the theoretical framework. The study utilized hierarchical multiple regression analysis to examine the relationships of multiple factors to job satisfaction. An online survey instrument was used to collect data. The results showed that intrinsic or motivator factors were the most dominant predictors of job satisfaction. Of the seven factors that had statistical significance, the intrinsic factor of work itself had the largest effect size. The other six factors had low-to-medium effect sizes. There are important implications of this study for the effectiveness and vitality of an institution. Given that work itself was the primary predictor to job satisfaction followed by responsibility and connectedness to the organization, implications and recommendations were discussed. Human knowledge and motivation are critical components of productivity. When combined with good institutional culture, the result can be a wellspring of high performance benefiting staff, faculty, and students.