This study evaluated the role conflict and role overload as predictors of job satisfaction relations among academic staff of a University in South-east Nigeria. The objectives of the study were to determine whether role conflict will negatively predict job satisfaction (intrinsic and extrinsic) and to determine whether role overload will negatively predict job satisfaction (intrinsic and extrinsic). Two hundred and fifty-six academic staff of Enugu State University of Science and Technology participated in the study. The ages of the participants ranged from 28–69 years (M=45.29, SD=8.98). The participants were drawn using multi stage (cluster and purposive) sampling technique from Enugu state University of Science and Technology. The study was a cross-sectional survey study and self-rated measures were used to collect data from participants. These measures include Role Overload Index, Role Conflict Scale, Minnesota Satisfaction Questionnaire. Moderated hierarchal regression was used for data analysis. The results indicated that role conflict was a significant predictor of intrinsic job satisfaction (β = .17, t = 3.21, p<.01) and extrinsic job satisfaction (β = .18, t = 2.69, p <.05). Role overload was not a significant predictor of both extrinsic and intrinsic job satisfaction. These findings were discussed in the light of existing theories and empirical studies