Traditionally, scientific- and practitioner-oriented publications tend to categorize employees in groups of either “good” or “bad” employees, thereby omitting that one category of employees might engage in organizational citizenship behavior (OCB-O) and counterproductive work behavior (CWB-O). In this study, we concurrently examine the mediating role of moral credits and credentials, as well as the moderating role of subjective temporal focus. Specifically, we argue that when employees enact OCB-O, they obtain moral credits and credentials, which in turn might make employees more likely to enact CWB-O. Moreover, we argue that the latter relationships depend on an employee’s subjective temporal focus, resulting in an OCB-O—CWB-O relationship that is (1) positive for a past temporal focus, (2) negative for a future temporal focus, and (3) non-significant for a present temporal focus. We examined these hypotheses by means of a multilevel weekly survey study and largely found support for our hypotheses, especially with regard to the role of moral credentials as the mediating mechanism and the aggravating versus attenuating effect of past versus future temporal focus, respectively. We end with a discussion on implications, suggestions for future research, and recommendations for practice.

传统上，面向科学和从业人员的出版物倾向于将员工分为“好”员工或“坏”员工，从而忽略了一类员工可能参与组织公民行为（OCB-O）和适得其反的工作行为（CWB） -O）。在这项研究中，我们同时检查了道德信用和证书的中介作用，以及主观时间焦点的调节作用。具体来说，我们认为，当员工制定OCB-O时，他们会获得道义上的信誉和证书，这反过来又可能使员工更有可能制定CWB-O。此外，我们认为后者的关系取决于员工的主观时间焦点，从而导致OCB-O-CWB-O关系为（1）对过去的时间焦点为正，（2）对未来的时间焦点为负，（3）对于当前的时间焦点不重要。我们通过每周进行的多层调查研究检查了这些假设，并在很大程度上找到了对我们假设的支持，尤其是关于道德资格作为过去和未来时间焦点的中介机制以及加重与减弱作用的作用。最后，我们讨论了影响，对未来研究的建议以及对实践的建议。