Job Satisfaction and Organizational Behavior

Organizational behavior research examines how psychological and structural conditions at work shape what employees think, feel, and do — and in turn, what organizations achieve. A central concern is understanding why some workers remain deeply engaged while others disengage, drawing on frameworks like the Job Demands-Resources model, which maps how workplace pressures and available supports jointly determine employee well-being and performance. Leadership style, psychological capital, and organizational commitment have emerged as particularly influential levers, though researchers continue to debate how these factors interact — for instance, whether job satisfaction drives engagement or is better understood as one of its outcomes. Active work is refining causal claims through mediation and longitudinal designs, and extending these models across industries, cultures, and the evolving conditions of remote and hybrid work.

Works

116,932

Total citations

3,415,385

Keywords

Work EngagementOrganizational BehaviorJob Demands-Resources ModelMediation AnalysisLeadershipEmployee Commitment