Research suggests that there is a lack of information concerning African-American human service employees. This study examined the work-lives of African-American human service employees with respect to the relationship between job satisfaction and employee motivation. In addition to addressing the aforementioned problem, this study developed the contextual foundations of a motivation and satisfaction model created to assist in the retention and social enhancement of African-American employees. The model addressed the work-related needs of employees by promoting social and cultural change within human service organizations. This study employed a concurrent mixed-methods research approach. Participants consisted of 28 African-American human service employees working at assisted living and mental health programs in Maryland. Participants completed the Minnesota Satisfaction Questionnaire to determine job satisfaction levels. To determine employee motivation levels, participants took part in a qualitative series of face-to-face interviews with questions based primarily on Maslow's Hierarchy of Needs model and Socio-technical theory. Analysis of Variance, independent samples t-test, and multiple regressions were used as statistical analysis tools. Collective interview responses were recorded and formulated into a single qualitative narrative. The qualitative narrative was analyzed and segmented into 35 theme-based categories. The theme-based categories were further analyzed in relation to data provided by the Minnesota Satisfaction Questionarre. Analysis of Variance and multiple regression suggested that there is a minimal to moderate relationship between satisfaction and motivation for the aforementioned population. The most evident statistical relationship focused on the effect of technology in relation to employee needs and job satisfaction.