The general policy of distinguished organizations and institutions is based on continuous improvement and development in the concrete and social work environment for what it achieves. That's from speed in achievement, accuracy in performance, and increasing production, which organizations aspire to, as well as a main goal to survive, grow, and continue to compete in the markets. For this to be done, it is necessary to pay attention to the man power, strive to achieve itself, create the appropriate environment for it and surrounding it, meet its needs, and work to achieve job satisfaction. Job satisfaction and job dissatisfaction have become one of the important topics for leaders in all business fields. Job satisfaction is the one of the most important factors On which the development of organizations is built and increased their production, so the organizations are working to gain the satisfaction of their employees and seek to develop their belonging. From here, we find that the employee's performance varies from person to person and depends on the effort exerted and his commitment to the goals of the organization or institution in which he works, his loyalty stemming from belonging to it, and his commitment to his required duties. One of the scientific facts is that satisfaction and conviction of work pushes the individual to exert maximum effort to accomplish it. Satisfaction with work is a strong motive for achievement and vice versa is largely true. Therefore, the individual's giving and professional competence are evidence of his satisfaction in his work and his sense of success and progress in it. This giving increases as much as the work provides . So the research problem is the following question :- Does the work environment affect job satisfaction? And from this question The following questions are branched out :-      Does the promotion system affect job satisfaction?      Does participation in decision-making affect job satisfaction?      Do incentives and rewards affect job satisfaction? To answer all of this questions The researcher will evaluate the work environment in the head quarter of the Egyptian Electricity Holding Company and its impact on the job satisfaction of the company's employees, where the head quarter employs more than 2,300 workers in different working conditions. The objectives of the study:- The researcher works here in this study working to identify key goals that are accepted by leaders and decision makers in the Egyptian Electricity Holding Company, which will help them achieve job satisfaction among the company's employees to achieve productivity with the required quality through the following goals:      help decision makers at The Egyptian Electricity Holding Company in identifying the systems and methods that lead to job satisfaction.      Come up with recommendations that help EEHC (Egyptian Electricity Holding Company) improve the performance of employees and contribute to raising productivity through job satisfaction.      Highlighting the true value of job satisfaction and its impact on the employees of the Egyptian Electricity Holding Company. The limits of the study: Spatial boundaries: the company in question is the General Office of the EEHC . Temporal boundaries: The period covered by the study is 2022 . Objective limits: the researcher examines and analyses the factors affecting the work environment to achieve job satisfaction through a field study on the head quarter of the Egyptian Electricity Holding Company with regard to promotion systems, the extent of participation in decision-making, incentive systems and bonuses, and examining the impact of these variables on the job satisfaction of employees in the Bureau. Study hypotheses: Based on the problem of the study, the following assumptions have been formulated : The first hypothesis: There is a substantial and significant relationship between the systems of promotion and job satisfaction in the head quarter of the EEHC . The second hypothesis: There is a substantial and significant relationship between incentives, rewards, and job satisfaction in the General Court of the EEHC The third hypothesis: There is a substantial and significant relationship between participation in decision-making and job satisfaction with the head quarter of the EEHC.