<p>The benefits of organizational citizenship behavior (OCB) increase citizenship pressure in organizations. However, the relationships between citizenship pressure and organizational citizenship behaviors and compulsory citizenship behavior (CCB) remain controversial. Inspired by regulatory focus theory and “stressor-work regulatory focus-outcomes” framework, the purpose of this study is to examine how citizenship pressure is related to OCB and CCB through promotion and prevention work regulatory focus as well as the moderating role of individual’s polychronicity in these relationships. Three waves of time-lagged data were collected from 241 full-time employees in China to test the hypotheses. Citizenship pressure is positively related to both OCB and CCB. In addition, promotion and prevention work regulatory focus play opposing mediating roles in the relationships between citizenship pressure and these two types of citizenship behavior, and the mediating role of promotion work regulatory focus is enhanced when individuals exhibit higher polychronicity; however, the mediating role of prevention work regulatory focus is enhanced when individuals exhibit lower polychronicity. Organizations may help employees develop a promotion rather than prevention work regulatory focus by assigning employees with higher polychronicity to positions characterized by citizenship pressure or by providing training to enhance employees’ polychronicity, thereby increasing the likelihood that citizenship pressure will yield beneficial outcomes. Our findings provide new perspectives into the benefits and costs of citizenship pressure via regulatory focus theory and address the controversy over the relationship between citizenship pressure and citizenship behaviors by considering OCB and CCB simultaneously.</p>