The main objectives of this research are to investigate the relationship between expatriates working in Thai organizations in Bangkok Metropolitan’s demographic factors and their self-perceived cultural values, measured by CVSCALE purposed by Yoo, Donthu, & Lenartowicz (2011) which was developed from Cultural Dimensions of Hofstede (2001) and the relationship between their self-perceived cultural values and their job satisfaction, measured by Herzberg’s Two-Factor Theory (Herzberg et al, 1959). Two-hundred of expatriates working in Bangkok Metropolitan participated in this survey. Expatriates were being selected by using non–probability purposive sampling and snow-ball technique. The mean, standard deviation, and percentage were being tabulated and analyzed by using Independent T-Test, One-Way ANOVA and Linear Regression to analyze the hypotheses. The findings revealed the following results: (1) Expatriates characterized by different demographic factors in respect to gender, age, nationality, occupation and employment duration with current company had a significant difference in their self-perceived cultural values but duration-of-stay in Thailand yielded no significant difference. Expatriates’ power distance was significantly associated with their gender and nationality; expatriates’ uncertainty avoidance was significantly associated with their age, nationality, occupation, and employment duration; expatriates’ individualism was significantly associated with their employment duration; expatriates’ masculinity was significantly associated with their age and nationality; and expatriates’ long-and-short term orientation was significantly associated with their gender, nationality, and occupation. (2) Expatriates’ self-perceived cultural values were significant predictors of their job satisfaction toward motivational factors. In respect to motivational factors, expatriates’ power distance significantly predicted their work itself and advancement; expatriates’ uncertainty avoidance significantly predicted their achievement and possibility of growth; expatriates’ individualism significantly predicted their all motivational factors; and expatriates’ long-and-short term orientation significantly predicted their possibility of growth. However, expatriates’ masculinity did not predict any motivational factors. Expatriates’ self-perceived cultural values were not significant predictors of their job satisfaction toward hygiene factors.