This study investigated the determinants of job dissatisfaction in formal organizations, with emphasis on Fredrick Herzberg’s motivation-hygiene’theory, in a Nigerian work setting. Three of the factors outlined by Herzberg as capable of creating job dissatisfaction among employees were investigated; namely: monetary benefits, job security and staff supervision. The multistage sampling technique was utilized to select 120 individuals as samples from the United Cement Company (UNICEM), Mfamosing, Cross River State Nigeria. To collect data, a carefully designed fourpoint Likertscale questionnaire was adopted. Data analyzed revealed that both monetary benefits and job security had significant relationship with workers’ job dissatisfaction. Specifically, subjects indicated that monetary benefits and job security function to remove dissatisfaction, while their absence will create dissatisfaction among them. Monetary benefits in particular showed the most significant relationship with job dissatisfaction. Staff supervision however showed no significant relationship with employees’ job dissatisfaction, implying that its availability or unavailability will not significantly affect employees’ dissatisfaction or no dissatisfaction.