Dear Saood Akhtar,

Actually, personally I have never seen any scale measuring job dissatisfaction on its own. Of course Frederick Herzberg's two factor theory tells us that satisfaction and dissatisfaction are not opposite side of each ohers, but the rest of literature implies they are opposites. And that is why we are evaluating low scores as dissatisfaction while we are measuring satisfaction on a scale. Even Herzberg's theory highlighted different way,  general accepted idea by scholars is they are opposites. Ex. I am satisfied with my job. If participant choose "strongly disagree" answer, then this item evaluated as I am dissatisfied wtih my job. There is a view as "a lower satisfaction=higher dissatisfaction". You can also read article on link below, it may be helpful. 

https://www.linkedin.com/pulse/20140630173941-126410664-job-satisfaction-vs-job-dissatisfaction

Frederic Herzberg and his associates have clearly stated that maintenance or hygiene factors, if not met will cause dissatisfaction but there mere existence does not motivate in the sense of yielding satisfaction. Thus they found job content factors or motivators. Thus, Herzberg made a clear distinction between dissatisfying and satisfying factors and these are not opposite to one another. Job dissatisfaction may be on account of non-conducive organization culture, lack of organization ethics, as well as,  manipulative management system and consequent decision making pattern in the organization. Dissatisfied employees will be less motivated, less productive, less quality conscious and consequently will be the triggering factors of customer dissatisfaction. Customer always looks for quality, reliability, safety, serviceability of the product and the value for money. Absence of these factors, triggered by employee dissatisfaction, will lead to customer dissatisfaction.

I think you'll find this reference useful:

Credé, M., Chernyshenko, O. S., Bagraim, J., & Sully, M. (2009). Contextual performance and the job satisfaction–dissatisfaction distinction: Examining artifacts and utility. Human Performance, 22, 246–272.

These authors assessed job satisfaction and dissatisfaction as distinct constructs.

More recently, people have used asymmetry analysis to separate out satisfiers from dissatisfiers. This can be done using a single battery of items, without having to repeat them twice. Specifically, you can estimate the impact of dissatisfaction, relative to the impact of satisfaction within a regression-analysis framework.

The following paper may be helpful in this regard, and it can be downloaded at the following link.

http://ssrn.com/abstract=2345370