Despite its known impacts on organizational effectiveness, few studies have investigated organizational citizenship behavior’s (OCB’s) impact on the individual employee. This study explored the affective and dispositional consequences of OCB for hotel employees and their relationships with turnover intention. A cross-cultural comparison of U.S. and Chinese hotel employees was incorporated into the survey-based research design. The results supported positive emotion, continuance commitment, and workplace social inclusion as consequences of OCBs and mediators in the OCB–turnover relationship, with significant differences by OCB targets. The results also supported culture’s moderating role in the relationship of OCB and its consequences. The implications of the findings and directions for future research were discussed.