PT Buana Alam Tirta is a designated partner for managing Gembira Loka and with these changes provides leadership style change. The management changes also have an impact until now on the communication climate established between PT Buana Alam Tirta with Gembira Loka own employees. With the change in leadership style and organizational climate have an effect on employee satisfaction. This research aims to determine the effect of leadership style and communication climate to the OCB (organizational citizenship behavior) with employee satisfaction as an intervening variable on employees of PT. Buana Alam Tirta Gembira Loka Yogyakarta. This research is an explanation (explanatory research) that will prove correlational research that attempted to see whether between two or more variables have a relationship or not, and how much the relationship was and how the direction of the relationship. Variables used in this research consist of three types of variables: independent variable, intervening variables and dependent variable. The data collection method to obtain primary data is through observation. The primary data obtained by distributing questionnaires to all employees totaling 68 persons as respondents. According to the model developed, there will be three multiple regression models were applied in this research. This research uses a Path Analysis. Based on this research, it was found that the leadership style had a significant positive effect on job satisfaction of employees amounted to 0,687 with a significant level of 0,000. Employee perceptions about the communication climate variables (X2) to job satisfaction variable (Z) provide for 0,319 with a significance level of 0,001. There was a direct influence of employee perceptions regarding leadership style variable (X1) of the OCB variable (Y) by 6.589 to the sig level of 0,000. Communication climatic variables (X2) of the OCB variable (Y) for 9.970 with a significant level of 0,000. Furthermore, there was a direct influence of the perception of employees at PT. Buana Alam Tirta Gembira Loka Yogyakarta on job satisfaction variables (Z) of the OCB variable (Y) for 1.308 with a significant level of 0,000. Thereby, it could be concluded that the leadership style and communication climate had positive and significant impact on job satisfaction. Directly Leadership Style variable, communication climate and job satisfaction had significant and positive effect on the Organizational Citizenship Behavior (OCB) variable. From the path analysis concluded that Leadership Style and Climate Communication could affect the OCB if Job Satisfaction had role as an intervening variable.