Research in the organizational sciences on the relationship between personality and job performance has, to a large degree, focused on main effects of personality. What is neglected with this approach is any interactive effects between variables. The goal of the present research was to conduct a thorough exploration into the utility of personality variable interactions in predicting job performance. Specifically, a large, multiorganizational dataset utilizing two different measures of personality was utilized to test multiple trait by trait interactions, an aspect by aspect interaction, possible moderating effects of job context on this interaction, and possible differences in predictive validity for more specific criteria. Overall, limited support was found for hypotheses put forward. Theoretical and practical implications of these findings are discussed.
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