From an organizational perspective, conformity is behavior associated with imitating and mirroring the behavior of colleagues and organizational practices in order to ensure the successful completion of work and gain approval from others (Chang et al., 2023). Organizational conformity suppresses creativity, limits diverse perspectives, and hampers the decision-making process, ultimately hindering the organization's growth and development and potentially negatively affecting the employee (Hanaki & Owan, 2013). Therefore, the aim of this study was to examine the characteristics of the relationship between conformity at work with burnout, job satisfaction and the intention to leave the work organization. The study involved 518 participants, 58.9% female and 41.1% male, aged between 18 and 66 years. Participants completed an online questionnaire that included questions related to socio-demographic data, the Conformity Scale (Hewlin, 2009), the Burnout Assessment Tool (Schaufeli et al., 2019), the Job Satisfaction Survey (Spector, 1997), and the Intention to Leave Scale (Maslić Seršić, 1999). Significant differences were found between male and female participant in job satisfaction and burnout, with men achieving higher job satisfaction and lower emotional exhaustion compared to women. Correlation analysis indicated a significant positive relationship between conformity at work and primary and secondary symptoms of burnout, as well as the intention to leave the organization, while a negative relationship was established between conformity at work and job satisfaction. Primary symptoms of burnout were positively related with secondary symptoms of burnout and the intention to leave the organization, and negatively related with job satisfaction. Furthermore, secondary symptoms of burnout were negatively related to job satisfaction, just as job satisfaction was negatively related to the intention to leave the work organization. By comparing the differences in the size of the effects in the sample of women and men with the overall sample, it was determined that the obtained correlations of both samples, according to the direction and amount, follow a similar pattern of connection in the overall sample. However, men achieve slightly larger effect sizes in the correlations compared to the overall sample and the female sample. Regression analysis revealed a significant contribution of the participants' age and burnout in explaining job satisfaction. In the explanation of the intention to leave the work organization, a significant contribution of sex and age of the participants, job satisfaction and burnout was determined. The findings of this study provide valuable guidelines, highlighting the key role of creating an organizational culture that promotes authenticity and inclusiveness. By encouraging open communication and respecting diverse perspectives, organizations can empower employees to thrive and make significant contributions to the work environment.