The main purpose of this study was to identify the major factors that affect TVETrnteachers' job satisfaction / dissatisfaction, of east shoa zone government TVET schools .rnIt was also intended to indicate some possible solutions that enable to strengthenrnteachers job satisfaction and reduce their dissatisfaction in the school.rnThe study was conducted in east shoa zone of Oromia regional state government TVETrnschools in the zone. The major sources of data to the study were TVET teachers of eastrnshoa zone and two town administration teachers whose number is (133) and five TVETrnprincipals.rnTo conduct this study, a descriptive survey method was employed. In selecting thernsample schools availability sampling method was used. In addition the samplernrespondents were included in the based on availability sampling technique. The need forrnproviding conducive organizational climate opportunities to develop human capabilitiesrnand opportunities to interact favourably with people in the schools were some of thernissues focused up on to carryout the study of job satisfaction among teachers. For thesernpurpose, questionnaire, interview and document analysis were used as instruments torncollect the data. Data collected through these instruments were analysed using statisticalrntools such as percentage, chi-square and ANOVA.rnThe result of the study revealed that the level of job satisfaction of TVET teachers wasrnfound to be low due to insufficient satisfying job elements in the schools that is poorrnrecognition, promotion opportunities, responsibility and education opportunities. Inrnaddition, due to the existence of high level of dissatisfying job conditions such as poorrnleadership, working condition, teachers-principal relationship, inadequate salary andrnsupervision the level of dissatisfaction was found to be extremely high.rnFinally, based on these findings, some recommendations are forwarded as to how all thernconcerned bodies can play their vital role to reduce teacher's job dissatisfaction andrnenhance their satisfaction through providing satisfying conditions that encouragesrnteachers to become and remain a viable part of the workforce of the schools