This study is planned in order to clarify the relations between job satisfaction and performance with pay expectations and career opportunities of public servants and managers in state organizations. Today one of the vital problems in organizational and social life is the dissatisfaction employees feel from their work inevitably [requiring higher focusing] on human factor. Within this context job satisfaction presents importance both for public and private sectors. Job satisfaction reflects the reactions of employees towards the work or [at least] to a part of the work. Job satisfaction exists when employee expectations and what they face match with one another. Job satisfaction increasing the contentment of the employee, additionally leads to his/her loyalty to his/her work, productivity, minimization of imperfect and faulty product, and turnover within the organization. Main demographic features employed in similar studies are the age, sex, education level, and seniority. Age: Age of persons is one significant feature effecting their attitude and behavior towards their work. Individuals are classified as young, middle aged and old people based on their age terms. In literature the general idea is that different age terms affect job satisfaction levels in different ways. Sex: Among the demographic features sex is the most attractive one subjected to vast research for in social life the differentiating function, statute and roles trusted to fit men and women reflects to work life. Education Level: This is an important factor affecting approach and expectations towards work life. Pay, job satisfaction, and working conditions are factors included within the expectations of individuals with higher education levels. Seniority: Seniority is an indication of the time spent at work. People working a long on the same job are expected to have higher job satisfaction related to those just started. Marital Status: Job satisfaction levels of married employees are higher than that of single. In a study conducted by Yılmaz and Işık (2004: 100) “over 755 employees in 14 factories at the Manisa Organize Industry Zone the job satisfaction levels of singles are found to be far less than that of the bachelors”. Pay is one highly significant concern in work life affecting all concerning parties. While pay is an issue affecting income and life standards for employees, it stands as an important cost factor in the case of employers and management. Job satisfaction is affected by pay, work itself, [quality of] supervision, work group and conditions. “Erdoğan (1999: 236) referring to Sabuncuoğlu and Tüz indicates that high pay, sufficient promotion possibilities, positive communication with the peers, [appointment to] different posts, work methods, and control are among the factors affecting job satisfaction (Sabuncuoğlu et al. 1998: 118)”. Individuals in general hope to be successful in their work and climb up to higher levels in organization by promoting. Promotion while increasing the pay affects the social statutes of employees in a positive manner. In general performance is defined as the degree of realization of a goal. According to another definition performance is a concept indicating the degree of reaching to a target aimed by such work in a qualitative and quantitative manner either by a person, a group or an organization. The purpose of this study conducted on the public servants and managers in Karaman governorship is to determine the relations between pay, career, job satisfaction and performance. Out of 150 questionnaires distributed 116 returned and evaluated. Accordingly the return rate of the questionnaires is 77,3%. To measure job satisfaction Job Satisfaction Scale with 14 questions developed by Hackman and Oldham is used. Despite that performance is measured through a scale including 4 expressions of Sigler and Pearson (2000) that they get from Kirkman and Rosen (1999). Subsequently, evaluation is made with data consisting of 25 questions and supplied through of that prepared over a five-point Likert scale with a SPSS 11.0 statistical software program. In order to test the relations between the variables in the research model factor, reliability, correlation, regression, T-test and single factor variance (Anova) analyses are used. In this study hypothesis given below are tested. H1: Pay, career, job satisfaction, and performance levels differentiate according to the sexuality of the workforce. H2: Pay, career, job satisfaction and performance levels differentiate according to the education levels of the workforce. H3: Pay, career, job satisfaction and performance levels differentiate according to the seniority of the workforce. H4: Pay, career, job satisfaction and performance levels differentiate according to the marital status of the workforce. H5: Pay, career, job satisfaction and performance levels differentiate according to the age of the workforce. H6: There is a positive correlation between the pay expectations and the job satisfaction. H7: There is a positive correlation between the career expectations and the job satisfaction. H8: There is a positive correlation between the pay expectations and performances. H9: There is a positive correlation between the career expectations and performances of the workforce. H10: There is a positive correlation between the job satisfaction and performances. This study examines: • Relations between the sex, marital status, education level, age and seniorities of employees and pay, career, job satisfaction and performance, • Relations between pay and career, and job satisfaction, • Relations between pay and career, and performance, • Relations between job satisfaction and performance. Study indicates that merely the education level as a single demographic characteristic differentiates the pay, career, job satisfaction, and performance levels of employees, where it st