This chapter explores the various factors that influence organizational citizenship behavior (OCB), a construct that is impacted by leadership styles, task characteristics, organizational factors, and individual-level factors. The chapter examines both individual and employee-level factors, such as role expectations, dispositional factors, and employee attitudes toward the workplace, including job satisfaction. More specifically, it looks at how personality traits, psychological capital, and job satisfaction affect OCB, drawing from a thorough analysis of the body of existing literature. Positive work experiences and individual differences in personality and psychological resources are highlighted as having significant impact on an employee's willingness to go above and beyond the call of duty. It is reflected that the majority of studies on job satisfaction, psychological capital, and personality traits have employed cross-sectional designs, which restricts the ability to draw conclusions about causality. The meta-analysis and meta-analytic structural equation modeling (MASEM) that will follow in subsequent chapters of the book is based on this review. In order to help organizations that want to promote a culture of citizenship and enhance employee well-being, this chapter ultimately seeks to present a solid and broadly applicable understanding of the factors influencing OCB.