and sportsmanship can be divided by gender role. Altruism and courtesy, previously mentioned as OCBIs, are considered in-role behavior for women, while civic virtue and sportsmanship, previously mentioned as OCBOs, are regarded as more in-role for men. The dimension of conscientiousness, which includes attention to detail and adherence to organizational rules, is excluded, as this dimension does not seem to adhere to any particular gender norm (Kidder & Parks, 2001). Counterproductive work behavior Counterproductive work behavior (CWB) is defined as "intentional employee behavior that is harmful to the legitimate interests of an organization" (Dalal, 2005). When considering the definitions of OCB and CWB, it seems logical to assume that these constructs are opposites; one harms the organization and the other helps. Individuals might further assume that by engaging in one of these types of behaviors, an individual will not tend to engage in the other. However, a recent meta-analysis, Dalal (2005), found that this is not the case. The results of this analysis indicate that these constructs only shared a little to moderate negative correlation and furthermore showed differences in magnitude and pattern of relationships between various antecedents and the two constructs. These results indicate that CWB and OCB are two separate constructs and should be conceptualized as thus. Antecedents Early research regarding the antecedents of OCB focused on employee attitudes, dispositions, and leader supportiveness. More recently, many different variables have been examined in the effort to determine the antecedents of OCB. Commonly studied antecedents of OCB are job satisfaction, perceptions of organizational justice, organizational commitment, personality characteristics, task characteristics, and leadership behavior. These antecedents have been analyzed at both the overall and individual OCB levels. One of the most intuitive antecedents of OCB is job satisfaction. Organ and Ryan (1995) conducted a meta-analysis of 28 studies and found a modest relationship between job satisfaction and OCB. This relationship was stronger than the relationship between job satisfaction and in-role performance. Other attitudinal measures, perceived fairness, organizational commitment, and leader supportiveness are found to correlate with OCB at about the same rate as satisfaction (Organ & Ryan, 1995). In terms of personality characteristics, conscientiousness, agreeableness, and positive and negative affectivity garner the most support as antecedents of OCB (Podsakoff, MacKenzie, Paine, & Bachrach, 2000). Conscientiousness, in particular, has been found to have a strong relationship with the general compliance component of OCB (Organ et al., 2006). However, it has also been