This study was conducted to examine the relationship between organizational citizenship behavior (OCB) and job satisfaction among employees in a high-turnover industry. OCB refers to prosocial, extra-role work actions performed voluntarily in addition to an employee's specified job tasks. These actions can be directed toward people (OCBP) or toward organizations (OCBO), and these nontask behaviors have been shown to improve organizational performance and employee job satisfaction. However, there is some concern that emphasizing extra-role behaviors can emotionally burden workers and create resource allocation conflicts. A correlational research design was chosen to examine the relationships between different types of citizenship behavior and job satisfaction among workers in high-turnover occupations, and a cross-sectional survey instrument was used to collect data. A sample was intentionally drawn from a high-turnover industry to examine the relationship between OCB and job satisfaction through a resource allocation lens in higher-stress occupations. The survey responses collected from the participants were examined using multiple linear regression analyses. The results of the regression analyses did not support the presence of significant relationships between OCBP, OCBO, or overall OCB and job satisfaction among the participants. While the research did not find evidence of a direct link between citizenship behaviors and job satisfaction, the findings should not be interpreted to mean that prosocial, extra-role behaviors are unimportant to employees in high-turnover industries. There are several factors that could explain the lack of significant relationships between the variables, and additional research is needed to better understand both job satisfaction norms within this population and how various types of OCB are related to the work experiences of these individuals.