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Open research questions in Job Satisfaction and Organizational Behavior

1,548 unresolved questions extracted from the limitations and future-work sections of 11,233 Job Satisfaction and Organizational Behavior papers in our library. Each links back to the study that raised it.

What the literature leaves open

  • Further research could examine the direct effects of all work characteristics on adaptive performance. Separate articles will report findings on other dimensions of job performance.

    Adaptive Performance in Higher Education: Guidelines for Building an Adaptive Work Environment · 2026 · DOI

  • The need to understand how work characteristics, psychological states, and psychological safety influence adaptive performance in higher education. The lack of research on adaptive performance in higher education institutions. The need to develop a framework that integrates work characteristics, critical psychological states, and psychological safety to understand adaptive performance.

    Adaptive Performance in Higher Education: Guidelines for Building an Adaptive Work Environment · 2026 · DOI

  • future research could focus on further validating the questionnaire, - future research could explore the application of the questionnaire in different contexts

    Beyond Supervision: Developing a Measure of Supervisory Support for Innovation and Creativity in Higher Education · 2026 · DOI

  • One challenge identified is the complexity of measuring self-efficacy, which is a dynamic and context-dependent construct. Another challenge is the need to control for other variables that may influence the relationship between shared leadership and self-efficacy. The study also notes the challenge of ensuring the validity and reliability of the measurement instruments used.

    The psychology of leading together: free will beliefs, self-regulation, and self-efficacy in shared leadership · 2026 · DOI

  • The study identifies a gap in the literature regarding the relationship between shared leadership and self-efficacy. Prior research has linked shared leadership to employee self-regulation, but the mechanisms underlying this relationship are not well understood.

    The psychology of leading together: free will beliefs, self-regulation, and self-efficacy in shared leadership · 2026 · DOI

  • Current research on greed exhibits limitations, including a lack of understanding of the relationship between leader greed and employee unethical behavior. There is a need for studies that investigate the underlying mechanisms of the relationship between leader greed and employee unethical behavior.

    How leader greed relates to employee unethical behavior: a moderated mediation model of leader self-serving behavior and employee moral attentiveness · 2026 · DOI

  • The study faces the challenge of common method variance, which may affect the relationships among the variables studied. The paper notes that Harman's test is a conservative and limited test for detecting common method variance. The study highlights the challenge of capturing the complex relationships between work design characteristics and job outcomes in a rapidly changing work landscape.

    Work Design Characteristics, Job Performance and Job Satisfaction: The Mediating Role of Work Engagement · 2026 · DOI

  • further research is needed to address the challenges of contemporary work, - the research agenda proposed by Harney and Collings (2021) should be addressed, - the study of work design and redesign should be continued

    Work Design Characteristics, Job Performance and Job Satisfaction: The Mediating Role of Work Engagement · 2026 · DOI

  • The study identifies the challenge of addressing job insecurity in technologically dynamic environments. The research highlights the complexity of mitigating job insecurity through Co-Skilling initiatives. The study notes the challenge of designing tailored Co-Skilling initiatives that meet the needs of employees in AI-driven workplaces.

    Empowering workforces in AI-driven environments: co-skilling, organizational support, and mitigating job insecurity · 2025 · DOI

  • Limited exploration exists regarding collaborative Co-Skilling initiatives-programs that emphasize shared learning, reciprocal knowledge transfer, and teamwork. Much of the focus remains on individual upskilling rather than collective efforts that leverage teambased learning. The complexity of addressing JIN in technologically dynamic environments.

    Empowering workforces in AI-driven environments: co-skilling, organizational support, and mitigating job insecurity · 2025 · DOI

  • The study identifies challenges related to employee engagement, including lack of effective probationary period and unequal treatment of staff. The study also highlights the challenge of creating a workplace environment that cultivates feelings of respect and value among employees.

    Exploring the relationship between employee engagement and counterproductive work behaviour · 2025 · DOI

  • Little is known about the relationship between employee engagement and counterproductive work behaviour. There is a gap in understanding the experiences of academic and professional services staff in relation to employee engagement and counterproductive work behaviour.

    Exploring the relationship between employee engagement and counterproductive work behaviour · 2025 · DOI

  • small sample of 65 respondents in the second study, - data saturation achieved with a limited number of interviews, - the scale is not to be used as a refined definition of meaningful work

    Multidimensional scale of meaningful work: construction and validation · 2025 · DOI

  • There is no unified definition of meaningful work, with different fields attributing different dimensions to the concept. The evaluation and measure of meaningful work dimensions is important and should evolve in response to modern trends.

    Multidimensional scale of meaningful work: construction and validation · 2025 · DOI

  • Social isolation, informal communication breakdown, limited networking, and personality conflict. Lack of resources, work-life imbalance, onboarding challenges, and non-inclusive work environment. Lack of trust, reduced social support, and delayed feedback.

    Social employee well-being challenges of academics in the hybrid work environment · 2025 · DOI

  • Limited research exists on the social dimension of employee well-being in the hybrid work environment. The study aims to address this gap by exploring the social well-being challenges faced by academics.

    Social employee well-being challenges of academics in the hybrid work environment · 2025 · DOI

  • Explore industry-specific differences in the relationship between multitasking and workplace wellbeing. Investigate the longitudinal dynamics of multitasking's impact on workplace wellbeing. Examine the effects of multitasking on workplace wellbeing in different cultural contexts.

    Multitasking and workplace wellbeing: the roles of job stress and job autonomy · 2025 · DOI

  • The study identifies a gap in the literature regarding the relationship between multitasking and workplace wellbeing in the context of the IT industry in China. The study aims to address this gap by investigating the mediating role of job stress and the moderating role of job autonomy in this relationship.

    Multitasking and workplace wellbeing: the roles of job stress and job autonomy · 2025 · DOI

  • Limited research has focused on university and college faculty occupational well-being. Prior studies have focused on general workplace environments, rather than the higher education context.

    The impact of presidents’ transformational leadership on faculty occupational well-being—parallel mediating roles of teaching efficacy and job crafting · 2025 · DOI

  • The study used a cross-sectional design. The study excluded small enterprises and non-managerial positions among respondents. The study collected data simultaneously, with efforts made to minimize the time gap between data collection from the leader and the follower.

    When there is no justice, we need an old HERO. The trickle-down effect of psychological capital: the moderating role of organizational justice and leaders’ age · 2024 · DOI

  • Further research could explore the relationship between leaders' PsyCap and followers' resilience in different contexts. Future studies could investigate the impact of leaders' PsyCap on other outcomes, such as job satisfaction and organizational citizenship behavior.

    When there is no justice, we need an old HERO. The trickle-down effect of psychological capital: the moderating role of organizational justice and leaders’ age · 2024 · DOI

  • Further research could investigate the effectiveness of targeted intervention strategies to promote employee ORC. Studies could examine the generalizability of the findings to other industries and contexts.

    A typology of organizational readiness for change based on a latent profile analysis · 2024 · DOI

  • There is a lack of understanding of ORC and its classification into profiles. Prior studies have not examined the predictors and outcome variables of ORC profiles. The paper addresses the gap by providing a comprehensive typology of ORC and analyzing its antecedents and consequences.

    A typology of organizational readiness for change based on a latent profile analysis · 2024 · DOI

  • Future research could explore the mechanisms by which servant leadership influences employee voice behavior in different contexts. Future research could investigate the role of other personality traits or individual differences in moderating the effect of servant leadership. Future research could examine the impact of servant leadership on employee voice behavior in different cultural or organizational settings.

    Servant leadership and employee voice behavior: the role of employee work reflection and employee proactive personality · 2024 · DOI

  • Originality/value This study offers a novel contribution by extending the culturally embedded construct of renqing to the underexplored setting of Indian academicians using a mixed method design.

    Navigating workplace incivility: the role of spitefulness and camaraderie in shaping employee renqing behavior – a mixed-method inquiry · 2026 · DOI

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1,548 open questions have been extracted from the limitations and future-work passages of 11,233 Job Satisfaction and Organizational Behavior papers in our library. Each one below links back to the study that raised it, so you can read the original claim in context.

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