Research on prosocial behaviors at the workplace continues to flourish, and generous identity is a variable that has been omitted in previous studies. Generous identity is the extent to which a person defines themselves as generous. The research reported here examines the relationship between generous identity and organizational citizenship behaviors (OCBs) in three studies. As part of the validation process for the generous identity construct, convergent, discriminant, and criterion-related validity support was found for the generous identity scale. Additionally, I test the moderating effect of organizational culture on the relationship between identity and behavior. Results show that generous identity and OCBs are strongly and positively correlated, and a collectivist organizational culture does not moderate the relationship between generous identity and OCBs. I also interviewed participants about the prosocial climate of their team and described three themes that emerged from the data. Practical implications inform practice by guiding supervisors and organizations on how to create and maintain a prosocial climate at the team level that facilitates the authentic enactment of generous behaviors.