Recently, many studies were conducted to prove the negative influence of organizational citizenship behavior. Studies even exist indicating a conceptual reasoning that organizational citizenship behavior and reduction have a linear-not nonlinear-relationship. This study focuses on proving the previous studies to confirm the relationship between organizational citizenship behavior and reduction among civilian, public community and the military personnel. It also proves the influence of organizational citizenship behavior on organizational commitment. Also, the study compares the impact of organizational citizenship behavior between civil and public organizations through an analysis on subordinate sample of group level. The analysis result of this study is as follows. First, on the analysis on the entire sample,organizational citizenship behavior and emotional deplete showed a nonlinear relationship of a U-curve. Especially, on the analysis with business organizations, not only the relationship between organizational citizenship behavior and emotional deplete, but also the relationship between organizational citizenship behavior and depersonalization showed a non-linear relationship of a U-curve. This means in a lower rank of organizational citizenship behavior, it decreases on reduction of wealth; while after a certain increase rank of organizational citizenship behavior, it increases the reduction of wealth. Nextly, on the study on the impact of organizational citizenship behavior on organizational commitment, the negative impact due to emotional deplete of excessive organizational citizenship behavior is occurring mainly among business organizations, but negative impact by depersonalization is shown both among business and public organizations. In other words, excessive level of organizational citizenship behavior,through depersonalization, can give a negative impact on organizational commitment. The study holds meaning for that it proves following points. First of all, it is desirable for an organization to suggest organizational citizenship behavior for the development of the group,but excess level of organizational citizenship behavior can give negative influence on organizational commitment. Hence, efforts to increase organizational citizenship behavior is not always desirable, and organizational citizenship behavior should be managed considering the type of the group(civil, public), and the character of the organization. Secondly, compared to the existing studies which have given results based on limited sample containing single type (either civil or public) of origination, this study holds a very import meaning sice it was based on comprehensive sample including both types of organizations.