Abstract The current study investigated the relationship between demands for organizational citizenship behaviors and future displays of organizational citizenship and counterproductive work behaviors. Such demands are conceptualized as workplace conditions that make it difficult for employees to complete their job (i.e., organizational constraints), performance failures of coworkers such as incomplete or incorrectly done tasks (i.e., coworker failure) and direct or indirect request from the supervisors to commit more organizational citizenship behaviors (i.e., supervisor pressure). Additionally, the effect of negative affectivity, hostile attribution bias, attributions of blame, and target specific scales of workplace behaviors were investigated. The design of the current study is prospective with a one week time lag between two self-report surveys. 464 employed U.S. residents were recruited through Amazon's M-Turk service. Of the initial 464 participants, 183 also completed the second survey a week later. New scales were created to assess coworker failure, supervisor pressure, attributions of blame, and target specific behaviors. The evidence from this study suggests that coworker failure and supervisor pressure are both antecedents to future displays of organizational citizenship behaviors and counterproductive work behaviors. Similarly, organizational citizenship behaviors preceded demands for organizational citizenship behaviors reported a week later. The results differed slightly when using target-specific scales of behavior. The hypotheses regarding individual differences and attributions of blame were not supported.