This study examined the multiple relationships between job satisfaction, personality, and non-workrole behaviors. Non-work role behaviors are defined here as groups of positive and negative behaviors that influence organizational effectiveness but are not part of a formal job description or controlled by an organization's reward/performance evaluation system. In recent years, both job satisfaction and personality have received renewed research attention examining how they contribute to the explanation and prediction of traditional organizational criteria such as job performance and training success. This study used the five-factor model of personality (Digman, 1990), job satisfaction, and positive and negative affect to explain employees' non-workrole behaviors. Using a self-report survey, data were collected from 313 employees in the health care industry. Two stage structural equation modeling was used to compare different theoretical models evaluating the contribution of job satisfaction, positive and negative affect, and alternate conceptualizations of personality to the prediction of non-workrole behaviors. The results suggest that job satisfaction, affective state, and personality contribute uniquely to the prediction of non-workrole behaviors. The results also suggest that criterion-related conceptualizations of personality are more successful in the prediction of non-workrole behaviors than more general conceptualizations of personality. In addition to these findings, support is also provided for the congruent measurement of general attitudes and general behaviors (i.e., behavioral families). Theoretical and practical implications are discussed.