Affect theory

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job.

Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job.

Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997.[7] Judge et al. argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction.

Other theories are:

Opponent process theory

Equity theory

Discrepancy theory

Two-factor theory (motivator-hygiene theory)

Job Characteristics Model

You don't need a theory to do a survey. You just need a survey. There are lots of well-validated and well-normed satisfaction surveys out there--just choose the one that measures the aspects you're most interested in. The Minnesota Satisfaction Questionnaire is a well-respected and affordable option.

Job satisfaction (JS) has a close relationship with motivation and activity. Thus, JS will be studied under the unit of motivation. The general assumption:' workers who are satisfied with their jobs are more productive and effective'... however, the idea that JS always correlate positively to productivity of workers doesn’t confirm by all scientific studies. Do a thorough literature review about JS  and the following Theories of Motivation could be useful:

Employee motivation theories.

Maslow hierarchy of needs theory.

ERG motivation theory Alderfer.

McClelland achievement and acquired needs theory.

Stacey Adams equity theory.

Hertzberg hygiene factors and motivators theory.

Vroom expectancy motivation theory.

Hackman and Oldham job characteristics model.

Read also on Customer Satisfaction Theory and try to relate to the above mentioned theories with JS.

Just for your additional information: variables (to name a few: such as leadership, teamwork, equity, work life balance, training and development, rewards, appraisal, emotional intelligence, intention to stay, etc) could be tested to see the extent of JS among employees in specific industry. Perhaps, you may also conduct comparative studies of JS among different levels of hierarchies (CEO, managers, executives, and support staff); industries (manufacturing vs service); private vs public sectors to investigate implications of JS in such organizations.

Please regarding the 36 items under the 9 facets in the Spector's Job Satisfaction Survey, can i use just 1 item under each facet for my questionnaire?