Purpose: The main purpose of this study is to examine factors influencing job satisfaction amongst family-owned organizations in Johor Malaysia. Theoretical Framework: The study builds upon Herzberg's Two-Factor Theory and was used in this study due to its suitability in addressing the job satisfaction amongst employees in family-owned organizations in Malaysia. This study examined variables such as leadership style, career advancement opportunities, work-life balance and recognition and reward on job satisfaction in family-owned organizations. esign/Methodology/Approach: The present study employs a quantitative research methodology and gathers data by administering questionnaires. The study employs a research approach that entails the collection of data from family-owned employess working in Malaysia. A total of 209 questionnaires was gathered and subjected to analysis. xpected Findings: The findings of the study revealed that work satisfaction is generally influenced by a few factors: leadership styles, career growth opportunities, work-life balance and recognition and rewards. The study offeres valuable insights into the potential impact of the aforementioned factors on job satisfaction amongst employees in family-owned organizations. Research, Practical, and Social Implications: The findings of this study has implications for both research and practice. Understanding the relationship between leadership styles can assist organizations in selecting and implementing effective leadership strategies. This, in turn, can lead to improved performance and competitiveness of an organization in Malaysia. In addition to that, career advancement opportunities also helps to identify potential successors based on merit, skills, and leadership qualities rather than solely on family connections. This can contribute to the sustainability of family businesses. By emphasizing merit-based career advancement, family-owned organizations can contribute to reducing inequalities within the workforce. Advancement opportunities that are accessible to all, regardless of family connections, can promote social mobility. Lastly, for the recognition and reward factor, it helps to understand that effective recognition and reward practices can help family-owned businesses retain talented employees. Recognition for accomplishments and contributions can boost morale and motivation, leading to increased loyalty and commitment. Recognition and rewards that align with the cultural values of the family-owned business can contribute to the preservation and promotion of those values. This can create a sense of identity and purpose among employees. riginality/Value: This research adds value by examining the influence of family-owned organizations on job satisfaction in Malaysia and offers a rich field of study that intersects various management factors. By understanding how these factors shape employees' experiences and perceptions, research in this area can provide practical insights for both family-owned businesses and policymakers while contributing to the broader understanding of job satisfaction within a unique cultural context in Malaysia.