The aim of this paper is to analyse the existing theoretical frameworks of organisational behaviour and job satisfaction while taking into account, in connection with working conditions, the social and economic changes that are taking place in most of the western countries. The analysis and discussion suggest the need for new lines of research to determine whether the current practices carried out in human resources departments are well directed. Design/methodology/approach, first, we show a short review of the classical literature and the predominant paradigms through an exhaustive review of the scientific literature that has led to their subsequent evolution. Afterwards, we analyse the evidence sustaining their evolution in the light of the current changes, and we explain the future research needs from a theoretical point of view. Findings, the identification of the worker with the organization and their perception of job satisfaction are the key variable to adaptation and retention, by the organizations. This article analyzes current theories of organizational commitment and job satisfaction, highlighting the need to adapt to social and economic changes that are occurring. The identification and adoption of these key factors by the organization is essential to carry out adequate human resources policy. Research limitations/implications, owing to the nature of the article, it is a theoretical essay to launch a new scientific debate in connection with the models displayed and fully justified. Practical implications depend on the development of future research, as justified at all times. Originality/value, currently, few investigations and theoretical contributions have taken into account the increase in contingent work, and more specifically moonlighting, either from an empirical perspective or as a theoretical critique of the existing organisational behaviour models. The main value of this essay is its invitation to take control of the debate while analysing its possible practical implications.