A new survey from Salary.com says most of you don't. It says a majority, 65%, are dissatisfied, not every day and not all the time. But once dissatisfaction hits, it can last years and years and years.

Find the flow. Flow is a term coined by psychologist and author Mihaly Czikszentmihalyi. It's that feeling of being so caught up in whatever you're doing that you stop watching the clock. You're not overwhelmed, you're absorbed. You skipped your mid-morning cup of coffee, you haven't bothered to check your E-mail. You even forgot to go to the bathroom. In other words, you're involved. Being involved in something you enjoy doing - where you can use your skills to accomplish a task you feel is meaningful and important - makes for a satisfying work experience.

Conflict can also flare up over management style. Unlike previous generations who've in large part grown accustomed to the annual review, Gen Yers have grown up getting constant feedback and recognition from teachers, parents and coaches and can resent it or feel lost if communication from bosses isn't more regular.

"The millennium generation has been brought up in the most child-centered generation ever. They've been programmed and nurtured," says Cathy O'Neill, senior vice president at career management firm Lee Hecht Harrison in Woodcliff Lake, N.J. "Their expectations are different. The millennial expects to be told how they're doing."

Matt Berkley, 24, a writer at St. Louis Small Business Monthly, says many of his generation have traveled and had enriching experiences, so they may clash with older generations they see as competition or not as skilled. "We're surprised we have to work for our money. We want the corner office right away," Berkley says. "It seems like our parents just groomed us. Anything is possible. We had karate class, soccer practice, everything. But they deprived us of social skills. They don't treat older employees as well as they should."

60% of workers rate time and flexibility as a very important factor in retention, but only 35% of employers feel the same.

Only 49% of employers rate financial compensation as a very important driver of retention, but 69% of workers believe it is.

On average, employers only expect 14% of their workforce to leave in the next year, but Spherion data shows that nearly 40% of U.S. workers intend to find a new job in the next 12 months.

Less than half (44%) of U.S. workers believe their companies are taking steps to retain them and nearly a third (31%) believe there is a turnover problem at their company already.

Only 34% of HR managers mention turnover/retention as a key HR concern.

One of the biggest disconnects between employers and employees is the importance workers place on their ability to maintain a balance between their professional and private lives. In its previous Study, conducted in 2003, Spherion found that 86% of U.S. workers agreed that work/life balance and fulfillment was a top career priority and 96% agreed that an employer was more attractive when it helped them meet family obligations through options like flextime, telecommuting or job sharing. However, it appears that U.S. employers have not significantly responded to that need.

According to the 2005 Study, one-third of workers between the ages of 25 and 39 feel burned out by their job and 28% of all workers say their employers expect them to stay connected to the office outside normal office hours. At the same time, only 24% of employers offer a formal flex-time program, only 12% offer telecommuting and 11% offer job sharing.

Even more concerning, many companies don't plan to implement work/life balance programs at all. In fact, 61% of all companies stated they don’t plan to offer job sharing, 56% don’t plan to offer telecommuting and 33% don’t plan to offer flextime.

Similarly, you are likely to be more satisfied if you take a job where your work schedule is flexible, you don't have a long commute, you work fewer hours or you have a more senior position.

"The most important thing, if you can pull it off, is to get job security," says Andrew Oswald, an economics professor at England's Warwick University. "In international data and U.S. data, it is the single strongest correlate with overall job satisfaction."

Yet none of these changes is a cure-all. While a promotion or a more secure job is desirable, it's unlikely to bring a large, permanent increase in your level of happiness. As with a big pay raise, you will quickly adapt to your improved circumstances -- and you may end up only marginally happier than you were before.

You're not being appreciated:
- If your boss is gradually giving you fewer and fewer responsibilities
- You're kept out of the loop - i.e. not invited to meetings, not told what's going on until the last minute (or not at all)

You've simply outgrown your position:
- Maybe you started at a low level position and have been passed over for promotions even though you’re qualified
- You're not being challenged enough

Job stress is affecting your everyday life
- You have chronic headaches or backaches
- You have developed an anxiety, sleep or other disorder as a result of your job stress

Although workers may dream of days surfing the Internet with nothing to do, the busiest employees are the happiest, according to a survey by Sirota Consulting LLC. Of more than 800,000 employees at 61 organizations worldwide, those with "too little work" gave an overall job satisfaction rating of 49 out of 100, while those with "too much work" had a rating of 57.

"Those who are saying their workload is heavier rather than lighter are more positive," said Jeffrey M. Saltzman, chief executive of Sirota. "When you say you have too much work to do, other things are happening in your head: 'I'm valued by the organization. They're giving me responsibility.' That's better than being in the other place where you say I'm not of value in this place."