---

Background: Job satisfaction is viewed as all inclinations or positive feelings that individuals have towards their jobs. Medical universities are in need of motivated professors, as one important paradigm of education, to instruct students of medicine and to improve health and medicine in the society. Noticing the importance of job satisfaction among faculty members in promotion of university aims and enhancement of productivity, this study was conducted to evaluate job satisfaction among faculty members of Arak University of Medical Sciences (AUMS) in 2010. Materials and Methods: This study was a cross-sectional, observational one and the study population consisted of all faculty members at AUMS. Sampling was performed by census and data were collected through demography questionnaire including sex, age, scientific stage, educational department, employment status, and job experience, and Herzberg job satisfaction questionnaire. Results: The mean (standard deviation) of job satisfaction in faculty members of AUMS was 60.72 (11.51) and the mean (standard deviation) of the surveyed stages were as follows: work nature (74.46(12.60)), supervision and relations (62.15(13.69)), job security (57.58 (15.72)), promotion opportunities (57.28(15.74)), physical conditions and work environment (55.84 (14.14)), and salary and benefits (55.56(16.87)) from the maximum 100 score. Conclusion: AUMS faculty members were satisfied with their jobs on the whole. The greatest job satisfaction was related to work nature and the least job satisfaction was with salaries and benefits. By increasing salaries and benefits and providing promotion opportunities, job satisfaction can be enhanced in this group.

---

Background: Motivation is one of the most important tools to push faculty members to perform effectively and efficiently in the workplace is. This study is based on Herzberg's theory of motivating factors to consider requiring faculty at the University of Medical Sciences deals.

Materials and Methods: In this cross-sectional study, a total of 168 faculty members of Tehran University of Medical Sciences, 102 persons conducting a completely free and informed, a 40-question questionnaire based on Herzberg's two-factor theory, design, a questionnaire. Data using t-test and Mann-Whitney U and indicators of central tendency and dispersion were analyzed by SPSS 16 software.

Results: Response rate to the questionnaires, 7.60, respectively. 5.24% of the faculty in the basic sciences and 5.74% at the clinical level of activity. Of "communication" and "progress and development", the motivation faculty have the greatest impact. Factors "physical condition" and "salary" have been less effective. Between the ages of faculty motivating factors, "nature", "responsibility and career" and "supervision and monitoring", there was a significant correlation. The relationship between work experience and of "salary" and "job security" was also significant.

Conclusion: Communication is one of the most important factors in increasing the motivation of faculty members in the physical conditions of work and wages are minimal impact in this area. With an aging faculty, salary, supervision and monitoring, and job security are more important motivation. In other words, with increasing age and work experience, academic expectations of the management of change and the proper evaluation of the activities of the officials do not have the decision-making, and because the quality of activities, good participate Ndah encouraged do not motivate members to create good will.