The aim of this research is to investigate the relation between five factors of job satisfaction and organizational performance in the banking sector of Pakistan. In this sense, to analyze the structural and measurement model relations between the constructs, 280 correct questionnaires were composed of employees from Pakistan's banking sector. In this study, partial least square (PLS) 3.2.9 was used, whereas both the Fornell-Larcker criteria and the Heterotrait-Monotrait ratio (HTMT) were used for discriminant validity in this study. For organizational performance, supervision, fringe benefits, and contingent rewards were suitable. The mixed findings of this study have indicated that, depending on their connection to organizational performance, certain hypotheses such as pay, and promotion have been rejected. The findings of the study present major consequences for bank executives and decision-makers as well as researchers and illustrates the relevance of the performance of banks. This research sheds new light on the relationship between the job satisfaction survey by spector’s (1985), including pay, promotion, supervision, fringe benefits, and contingent rewards with organizational performance, and it seems to be the different research suggested in the banking sector of Pakistan.