significantly related to the percent of team quota sales. Walz and Niehoff (2000) examined 30 different restaurants and found that helping behavior was significantly related to operating efficiency, customer satisfaction, and quality of performance. Researchers found that helping behavior was also negatively correlated with wasted food. Koys (2001, as cited in Organ et al., 2006) used a combination of OCB dimensions to form a composite measure of OCB. Results from this study indicated that the composite measure of OCB was positively correlated with restaurant profits. More recently, Podsakoff, Blume, Whiting, and Podsakoff (2009) found that OCBs were positively related to unit-level performance and customer satisfaction. Nielsen, Hrivnak, and Shaw (2009), in their meta-analytic review of the existing group literature, examined the relationship between OCBs and performance at the group level. These researchers found a positive and significant relationship between overall OCB and performance at the group level. In addition, Nielsen et al. (2009) found that similar patterns of relationships existed for each dimension of OCB: civic virtue, sportsmanship, altruism, conscientiousness, and courtesy. Managerial evaluations and reward allocations With regard to the relationship between OBs and managerial evaluations, Podsakoff and colleagues (2000) found, in a summary of empirical evidence, that OCBs uniquely accounted for 42.9% of the variance in managerial performance evaluations. Results from this study also indicated that altruism or helping was significantly related to performance evaluations in eight out of the ten studies it was included in; sportsmanship was significantly related to performance evaluations in five out of the eight studies it was included in; conscientiousness was significantly related to performance evaluations in all three of the studies it was included in; and civic virtue was significantly related to performance evaluations in six out of the eight studies it was included in. More recently, Podsakoff et al. (2009) found that OCBs have a positive relationship with performance ratings and reward allocations. Podsakoff, Whiting, Podsakoff, and Mishra (2010) examined the effects of job candidates' tendency to exhibit OCBs on selection decisions made in the context of a job interview. These researchers found that candidates whose interview responses indicated a tendency to engage in helping others, challenge the status quo by voicing their opinions, and support and defend an organization were generally viewed as more competent, received higher overall evaluations, and received higher recommended starting salaries than those who did not. Research has also looked at the relationship between task-performance, CWB,