This study analyses the determinants of job satisfaction among bank officers in both public and private sector banks with regard to inter-sectoral differences. The research covers pivotal predictors like ‘Career Growth’, ‘Motivation and Compensation’, ‘Nature of the Job’, and ‘Relationship and Support’, with a sample comprising of 202 bank officers, equally split between private and public sectors. From the demographic perspective, there was an equitable distribution of respondents in terms of gender, age, education, and experience, which is representative of the workforce. Multi-group analysis showed that Career Growth does predict job satisfaction for both sectors which underlines the significance of promotional avenues and advancement in one’s career to every employee’s satisfaction. It is surprising that Motivation and Compensation were not significant predictors of satisfaction in either sector which implies that rewards and incentives per se are not sufficient to improve job satisfaction. In the private sector, The Nature of the Job was an exclusive significant predictor which implies that task diversity, autonomy, and purposeful work are more relevant to private bank employees. Relationship and Support on the other hand, were significant predictors of job satisfaction only for the public sector which points to the crucial role that upper management and peer relations have in this sector. The Importance-Performance Analysis ranking indicated that Career Growth and Nature of the Job were areas that needed more focus by management because of the high importance but lower performance levels. On the other side Motivation and Compensation along with Relationship and Support were in the “Possible Overkill” quadrant where there was sufficient performance, but the effort outstripped priority for further enhancement. The results indicate differentiated human resource policies for public and private banking institutions concerning employee satisfaction and performance.