Organizational citizenship behavior is intentional employee behavior, which is not directly recognized and rewarded by the organization, but improves its functioning. More recently, studies have highlighted the importance of organizational citizenship behavior based on its significant positive effects on the individual and organizational level. All things considered, researches are increasingly focusing to examine relationship of organizational citizenship behavior with other variables. For this study, it is important to analyze integrity as a potential predictor of organizational citizenship behavior. In Croatia, but also worldwide, there is a small number of studies dealing with this topic. The aim of this study was to check the factor structure of the Croatian translation of the OCB-C Questionare (Organizational citizenship behavior) by S. Fox i P. Spectora (2013) on the Croatian sample; and also to answer the question about relationship of integrity and organizational citizenship behavior. The study was taken on a sample of 136 employees of working organizations in the Republic of Croatia. The study used a Questionnaire of organizational citizenship behavior formed on 12 questions from the original OCB-C questionnaire, the Croatian Integrity Test (HTI-LS), and a questionnaire on participants' sociodemographic data. The results showed that the personality-based integrity test (HTI-L) was significantly associated with organizational citizenship behavior. The exploratory factor analysis of the subscales provided a one-factor solution for each subscale of the questionnaire, which confirmed the separate functioning of each subscale of the questionnaire of responsible organizational behavior in the Croatian sample. Also, results showed that the personality-based integrity test subscale (HTI-L) was significantly but low associated with organizational citizenship behavior.