Leaders of Nigerian international oil companies (IOC) were facing challenges developing efficient strategies for motivating demographically diverse employees. Some IOC leaders possessed limited knowledge of the extent to which demographic variables influenced job satisfaction and affected employee productivity. The purpose of this correlational study was to examine the relationship between employee category (being a permanent or nonpermanent employee) and facets of job satisfaction after controlling for gender and nationality factors. Herzberg's motivation-hygiene theory was the theoretical framework for this study. A random sample of 104 senior employees (76 permanent and 28 nonpermanent employees) from 5 IOC located in Port Harcourt and Lagos, Nigeria, completed an online survey. The results of 3 hierarchical multiple regression analyses indicated gender, nationality, and employee category factors were nonsignificant predictors of general job satisfaction (R2 = .060, F(1, 100) = 5.912, p = .029), intrinsic job satisfaction (R2 = .043, F(1, 100) = 3.755, p = .076), and extrinsic job satisfaction (R2 = .051, F(1, 100) = 5.129, p = .041). The results also indicated employee category factors would be a determinant for any improvement in general job satisfaction (t(100) = -2.431, p = .029), intrinsic job satisfaction (t(100) = -1.938, p = .076), and extrinsic job satisfaction (t(100) = -2.265, p = .041). The findings may contribute to social change by providing information for IOC leaders to enhance aspects of employees' job satisfaction, leading to improved productivity.