Previous research suggests a performance benefit when working remotely, compared to working in the office. Based on Beal et al.'s episodic performance model, we argue that not all remote work is conducive to performance, as distractions and additional demands might interfere. Moreover, the lack of coworkers' presence may lead to a lack of a task attentional pull towards organizational citizenship behaviors (OCB). This within-person test of the effects of work location on three facets of performance (task; OCB-I and OCB-O) in a sample of 154 individuals providing 704 daily reports revealed negative effects of working remotely. Self-regulation and job involvement moderated the negative effects in the case of OCB, albeit not in the way we expected. Individuals high on trait self-regulation (job involvement) show higher OCB-I (OCB-O) when working in the office, but their performance suffers when working remotely. We explain these findings with reference to interferences in the office. Our study implies that cognitive processes leading to performance need to be considered, and that hybrid work arrangements need to be carefully designed to facilitate performance.