This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating valiable-based analysis of the relationship of organizational stress whith job satisfactions and job performance. Moderating influences of various constructs operational zed at the individual, group and organizational level of analysis are classified and then reviewd systematically. An evaluative summary of this research suggests that although there have been significant improvements in the analytical methods employed to investigate such phenomena, much of this research still dose not consider the role of reciprocal relationships that evolve over time. In this article four guidelines of improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry are provided.