Job design refers to the thoughtful arrangement of tasks, duties and responsibilities into a meaningful whole. A well-designed job can lead to increased job satisfaction, motivation and productivity, while a poorly designed job can result in dissatisfaction, stress and low morale. There are three main dimensions of work: structural, cognitive and social. The structural dimension includes the physical, environmental and organizational aspects of work, such as working conditions and work pace. The cognitive dimension includes the mental and intellectual aspects of work, such as problem solving and decision making. The social dimension includes the interpersonal and group aspects of work, such as communication and teamwork. Job design is important because it affects the well-being and satisfaction of employees, and the social aspect of work plays an important role. Core social characteristics of work include social support, peer feedback, and interactions. Organizational citizenship behavior refers to actions that go beyond the formal requirements of the employee's job and contribute to the smooth functioning of the organization. These behaviors include helping colleagues, providing support, volunteering for tasks, and taking initiative. Organizational citizenship behavior is important because it promotes a positive work environment, boosts morale, and increases overall productivity. The development of the social dimension in the organization is related to such behavior in several ways. A strong social dimension fosters a sense of community and connection among employees, which can lead to a greater willingness to help colleagues and similar behaviors. For the purposes of writing this paper, empirical research was conducted in the form of a questionnaire on a sample of 50 people. The research shows a significant and strong correlation between the social dimension of work and organizational citizenship behavior. Also, after the research, it is known that a positive correlation is also present with social support and organizational citizenship behavior. Interestingly, the weakest and negative association was observed between interactions outside the organization and perceived interdependence.