The aim of this study was to examine the relationship between the employee’s psychological empowerment and their job satisfaction. The research was conducted on 673 employees of 32 various hierarchically structured organizations. The aim was to determine the correlation and the contribution of the psychological empowerment dimensions (meaning, competence, impact and self-determination) to job satisfaction facets (pay, work, promotion, supervision and coworkers) and overall job satisfaction, and to explore whether there are differences in psychological empowerment and job satisfaction perceptions which are the result of different demographic employee characteristics. The results of regression analyses suggest that the dimension of the meaning is the best positive predictor of job aspects satisfaction and overall job satisfaction. The competence dimension is the best negative predictor of pay satisfaction; self-determination dimension is the best positive predictor of supervision and coworkers satisfaction and the impact dimension is the best positive predictor of promotion satisfaction. Results of one-way analyses of variance reveal that there was a statistically significant effect of psychological empowerment perception on the meaning dimension regarding the employees' organizational tenure; on the competence, self-determination and impact dimensions, and overall psychological empowerment regarding the hierarchical level in organization; and on self-determination and impact dimension, and overall psychological empowerment regarding the employees' education level. Finally, it was shown that there is a significant difference in promotion and supervision satisfaction, and overall job satisfaction regarding the employees' organizational tenure, the hierarchical level in organization and employees' education level; and in the pay and work satisfaction regarding the employees' hierarchical level in the organization and employees' level of education.