Abstract
The study aims to discover the probable roles of cultural characteristics in the relationship between
 organizational citizenship behavior (OCB) and workplace ostracism which is a critical phenomenon among
 employees. It was designed in a causal model claiming that there are moderating effects of collectivism and
 belief in collective emotions in the relationship between OCB and workplace ostracism. 309 employees
 were included randomly in Turkey, and correlation and regression analyses were conducted to test the
 hypothesis. Unlike similar studies and the expected relationship in our hypotheses, OCB and workplace
 ostracism were found negatively correlated. Moreover, neither organizational collectivism nor employees’
 belief in collective emotions had a moderating role in this relationship. The study showed that the dark
 side of the OCB does not work for the Turkish culture, although its collectivist features. It is evident that
 globalization makes the collectivist organizations’ strict norms and rules more flexible and loosens the
 employees’ collectivist beliefs. Regardless of the cultural characteristics, the study also underlines that
 workplace ostracism should be prevented with appropriate management strategies like encouraging
 employees to be engaged in citizenship behaviors.
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