Osnovni cilj ovog istraživanja bila je provjera konstrukta odgovornoga organizacijskog ponašanja na hrvatskom uzorku ispitanika. Ispitivanje je provedeno metodom ankete na 195 zaposlenika u bankama. Rezultati su potvrdili postojanje pet dimenzija konstrukta: altruizam, savjesnost, građanske vrline, uljudnost i fer ponašanje te upozorili na razlike u pojedinim dimenzijama konstrukta s obzirom na sociodemografske osobine. Ispitanici jedino dimenziju altruizma doživljavaju potpuno izvan radne uloge te općenito izvode više odgovornoga organizacijskog ponašanja ako smatraju da je takvo ponašanje propisano ugovorom i da će za to biti nagrađeni. Ispitivanje, nadalje, upućuje na značajnu povezanost između gotovo svih dimenzija odgovornoga organizacijskog ponašanja i percepcije proceduralne i interakcijske pravednosti, dok takav odnos nije dobiven za distributivnu pravednost. Konačno, rezultati pokazuju da se u osnovi značajnog odnosa između dimenzije altruizma i zadovoljstva poslom nalazi percepcija razine proceduralne pravednosti. S obzirom na to da ispitanici većinu oblika odgovornoga organizacijskog ponašanja percipiraju kao ponašanja koja se evaluiraju i nagrađuju, daljnja istraživanja konstrukta trebala bi uzeti u obzir i uparene procjene nadređenih., Due to the fact that research on organizational citizenship behavior has never been conducted in Croatia, the main aim of this study was to verify a construct on a Croatian sample. The study was carried out using a survey and included 195 bank employees. The results show a construct that included the following five dimensions: altruism, conscientiousness, civic virtue, courtesy, and sportsmanship. Moreover, the results indicate differences among the particular dimensions with respect to socio-demographic characteristics such as gender, age, position, and working hours. Altruism was the only dimension of the construct which subjects assessed as completely external to the work role, while organizational citizenship behavior, in general, was performed only if such behavior was part of their job description and if they were to be rewarded for it. Furthermore, the results suggest a significant relationship between almost all the dimensions of organizational citizenship behavior and perception of procedural and interactional justice, whereas such a relationship was not obtained for distributive justice. Finally, the results show that perception of the level of procedural justice is the basis of the significant relationship between dimension of altruism and job satisfaction. Further research is needed to verify the construct on heterogeneous samples of employees in different professions. In addition, there is a need for better control of socio-demographic variables. Moreover, considering the fact that subjects perceive organizational citizenship behavior as behaviour that is evaluated and rewarded, further studies should take into account the matched assessment of their superiors.