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In a sample of 79 public-sector managers, we examined relations between personality (extroversion, agreeableness, conscientiousness), job autonomy, and contextual performance, and tested the moderating role of autonomy on personality-performance relations. Criterion data were provided by supervisors using the relative percentile method (RPM). Moderated regression analyses revealed positive relations between autonomy on contextual performance, and positive relations between both extroversion and agreeableness and the criterion when job autonomy was high. Negative relations were found between conscientiousness and contextual performance, and between agreeableness and the criterion when autonomy was low. We interpreted and discussed these bidirectional findings within the context of job and organizational demands.