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Open research questions in Job Satisfaction and Organizational Behavior

1,827 gap statements mined from Job Satisfaction and Organizational Behavior papers in our 7.9M-paper local library, which holds 13,679 papers on the topic — drawn mostly from each paper's own stated research gap, future-work, challenge and limitation notes, and its abstract. The ones listed below are a selection still marked open; each names the study that raised it, with a DOI link where the paper has one.

Choosing where to publish on Job Satisfaction and Organizational Behavior? See the ranked Economics journals.

What the literature leaves open

  • Prior work has focused on other factors contributing to quiet quitting, but the role of inclusion has not been fully explored.

    Quiet quitting: The inclusion of employees in preventing quiet quitting among generation X · 2026 · DOI

  • There is a need for empirical research on organizational behavior in the context of crisis-related change in SMEs.

    Employee Responses to Crisis-Related Organizational Change: Evidence from Hungarian SMEs · 2026 · DOI

  • The mechanisms through which resilience is associated with engaged work behaviour remain underexplored. There is a need to understand how employees react to and cope with adversity in contemporary work contexts. The study aims to address this gap by examining task, cognitive, and relational job crafting as parallel mediating mechanisms.

    Resilience and work engagement: the mediating role of job crafting behaviours · 2026 · DOI

  • The need for further investigations into the relationships among career sustainability, innovative work behavior, human capital, and user resistance.

    How Employee Career Sustainability Affects Innovative Work Behavior under Digitalization · 2024 · DOI

  • The study highlights the need for a more personal approach to leadership to foster open and trust-based communication. The research identifies the importance of employee involvement in facilitating organizational transformation.

    Effectiveness of Organizational Change through Employee Involvement: Evidence from Telecommunications and Refinery Companies · 2024 · DOI

  • The study recognizes the need to investigate the mediating role of Employee Commitment in this relationship. The research acknowledges the lack of understanding of the impact of FWAs on Innovative Work Behavior and Employee Performance.

    The Key Role of Employee Commitment in the Relationship Between Flexible Work Arrangements and Employee Behavior · 2024 · DOI

  • It must overcome the difficulty of collecting and analyzing survey data from a large sample of public employees. The study also encounters the challenge of testing the proposed hypotheses using hierarchical-moderated stereotype logistic models.

    Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees · 2024 · DOI

  • Future research should explore various organizational contexts and cultural settings to validate and extend these findings, thereby improving the external validity and generalizability of the conclusions.

    Does Authentic Leadership Predict Employee Resilience Through Trust? A Daily Diary Investigation into Construction Engineering Project Employees in China · 2026 · DOI

  • These findings begin to address an understudied phenomenon, which is how employees react, and how supervisors can encourage future voice, especially when voice is not endorsed.

    Speaking up at Work: The Impact of Voice Endorsement and Supervisor Justice on Employee Emotions and Work Outcomes · 2026 · DOI

  • Prior studies have shown that CCB can lead to employee silence; however, this relationship has not been examined among nurses, and the underlying mechanisms and boundary conditions remain unclear.

    The Impact of Compulsory Citizenship Behavior on Organizational Silence in Nurses: The Roles of Presenteeism and Psychological Inflexibility · 2026 · DOI

  • Although collaborative leadership has been associated with several positive organizational outcomes, the mechanisms through which it supports healthcare professionals' adaptive performance remain unclear.

    Adaptive Performance in Healthcare: The Role of Collaboration‐Oriented Leadership, Work Engagement, Group Identification, and Change Predisposition · 2026 · DOI

  • ORIGINALITY: By employing empirical analysis with the job demands-resources model, this study unravels how medical staff draw on Confucian coping functions and provides a new theoretical perspective for further study of the influence of cultural and psychological factors.

    The Moderating Role of Confucian Coping in the Job Demands–Resources Model in Chinese Tertiary Hospitals · 2026 · DOI

  • Traditional cultural resources may influence their job attitudes, but this area remains unexplored.

    The Moderating Role of Confucian Coping in the Job Demands–Resources Model in Chinese Tertiary Hospitals · 2026 · DOI

  • While leadership has been identified as a critical antecedent, the mechanisms underlying the impact of responsible leadership, particularly its potential dual pathways, remain underexplored among nurses.

    Exploring the Double‐Edged Sword Effect of Responsible Leadership on Nurses’ Proactive Behavior: The Mediating Roles of Affective Commitment and Emotional Exhaustion · 2026 · DOI

  • While inclusive leadership is recognized for its positive association with nurse outcomes, the mechanisms linking it to job performance remain underexplored.

    The Association Between Inclusive Leadership and Job Performance in Nurses: Exploring the Mediation Roles of Grit and Work Engagement Based on a Cross‐Sectional Study · 2026 · DOI

  • The job demands-resources (JD-R) model provides a framework to understand how work conditions affect nurses' functioning, yet the role of leadership enacted by healthcare top management as a distal contextual resource remains underexplored.

    Job Demands, Emotional Exhaustion, and Job Performance Among Nurses: The Moderating Role of Transformational Leadership From Healthcare Top Management · 2026 · DOI

  • Thus, person-group fit may represent one mechanism linking psychological well-being to quiet quitting, while the extent to which this mechanism varies across generations remains unclear.

    Quiet Quitting in Nursing: The Role of Psychological Well‐Being, Person‐Group Fit, and Generational Differences · 2026 · DOI

  • Studies exploring the relationships among nurses' JC, ego-resiliency, and SWB are scarce.

    Job Crafting Mediates the Relationship Between Ego‐Resiliency and Subjective Well‐Being Among Community Nurses in China: A Multicenter Cross‐Sectional Study · 2026 · DOI

  • However, the psychological processes underlying this association remain insufficiently understood.

    Examining the Mediating Role of Psychological Well‐Being in the Relationship Between Organizational Virtuousness and Proactive Work Behavior Among Nurses · 2026 · DOI

  • However, employees’ personal experiences with AI and how these experiences spill over into the work domain remain underexplored.

    Understanding the spillover effect of personal AI use on service innovation: the role of psychological capital and conscientiousness · 2026 · DOI

  • The study aims to investigate the mediating roles of organizational cynicism and organizational injustice.

    The Dark Side of Leadership: How Toxic Leadership Fuels Counterproductive Work Behaviors Through Organizational Cynicism and Injustice · 2024 · DOI

  • The research aims to investigate how organizational support influences job burnout among employees in the hospitality industry, with a specific focus on the mediating role played by psychological capital.

    How Does Sustainable Organizational Support Affect Job Burnout in the Hospitality Sector? The Mediating Role of Psychological Capital · 2024 · DOI

  • The research aims to investigate how work engagement serves as a mediating factor in this relationship.

    The Impact of Intrinsic Motivation on the Sustainable Extra-Role Performance with the Mediating Role of Job Engagement · 2024 · DOI

  • Existing studies reveal mixed findings, suggesting that both performance-prove goal orientation (PPGO) and performance-avoidant goal orientation (PAGO) can foster employee bootlegging.

    When Performance Goal Orientations Foster Bootlegging: The Competing Roles of Transformational and Transactional Leadership · 2026 · DOI

  • Investigating organizational factors that can effectively prevent quiet quitting, - Examining the impact of trust on quiet quitting, - Studying the relationship between inclusion and quiet quitting in different…

    Quiet quitting: The inclusion of employees in preventing quiet quitting among generation X · 2026 · DOI

Most-cited papers in Job Satisfaction and Organizational Behavior

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Open questions raised by papers listed on this page include: (1) Prior work has focused on other factors contributing to quiet quitting, but the role of inclusion has not been fully explored (“Quiet quitting: The inclusion of employees in preventing quiet quitting among…”, 2026); (2) There is a need for empirical research on organizational behavior in the context of crisis-related change in SMEs (“Employee Responses to Crisis-Related Organizational Change: Evidence from…”, 2026); (3) The mechanisms through which resilience is associated with engaged work behaviour remain underexplored (“Resilience and work engagement: the mediating role of job crafting behaviours”, 2026); (4) Future research should explore various organizational contexts and cultural settings to validate and extend these findings, thereby improving the external validity and generalizability of the conclusions (“Does Authentic Leadership Predict Employee Resilience Through Trust? A Daily…”, 2026); (5) Prior studies have shown that CCB can lead to employee silence; however, this relationship has not been examined among nurses, and the underlying mechanisms and boundary conditions remain unclear (“The Impact of Compulsory Citizenship Behavior on Organizational Silence in…”, 2026). 1,827 gap statements have been mined from Job Satisfaction and Organizational Behavior papers in our 7.9M-paper local library, which holds 13,679 papers on the topic; the gaps come from whichever of those papers state one. They are mostly the research gaps the authors state and the papers' abstracts, plus future-work, limitations and challenges passages. The ones listed below are a selection still marked open; each names the study that raised it, with a DOI link where the paper has one, so you can read the original claim in context.

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