Personality predicts performance, but the moderating influence of occupational characteristics on its performance relations remains underexamined. Accordingly, we conduct second-order meta-analyses of the Big Five traits and occupational performance (i.e., supervisory ratings of overall job performance or objective performance outcomes). We identify 15 meta-analyses reporting 47 effects for 9 major occupational groups (clerical, customer service, healthcare, law enforcement, management, military, professional, sales, and skilled/semiskilled), which represent N = 89,639 workers across k = 539 studies. We also integrate data from the Occupational Information Network (O*NET) concerning two occupational characteristics: 1) expert ratings of Big Five trait relevance to its occupational requirements; and 2) its level of occupational complexity. We report three major findings. First, relations differ considerably across major occupational groups. Conscientiousness predicts across all groups, but other traits have higher validities when they are more relevant to occupational requirements: agreeableness for healthcare; emotional stability for skilled/semiskilled, law enforcement, and military; extraversion for sales and management; and openness for professional. Second, expert ratings of trait relevance mostly converge with empirical relations. For 77% of occupational groups, the top-two most highly rated traits match the top-two most highly predictive traits. Third, occupational complexity moderates personality–performance relations. When groups are ranked by complexity, multiple correlations generally follow an inverse-U shaped pattern, which suggests that moderate complexity levels may be a “goldilocks range” for personality prediction. Altogether, results demonstrate that occupational characteristics are important, if often overlooked, contextual variables. We close by discussing implications of findings for research, practice, and policy.

人格预测绩效，但职业特征对其绩效关系的调节影响仍未得到充分研究。因此，我们对五大特征和职业绩效（即整体工作绩效或客观绩效结果的监督评级）进行二阶元分析。我们确定了 15 项荟萃分析，报告了 9 个主要职业群体（文员、客户服务、医疗保健、执法、管理、军事、专业、销售和技术/半技术）的 47 项影响，代表 了k 中的N = 89,639 名工人 = 539 项研究。我们还整合了来自职业信息网络 (O*NET) 的关于两个职业特征的数据：1) 对其职业要求的大五特征相关性的专家评级；2) 其职业复杂程度。我们报告了三个主要发现。首先，主要职业群体之间的关系差异很大。尽责性可以预测所有群体，但其他特征在与职业要求更相关时具有更高的有效性：医疗保健的宜人性；熟练/半熟练、执法和军人的情绪稳定；销售和管理的外向性；和专业的开放性。其次，专家对特质相关性的评价大多与经验关系趋同。对于 77% 的职业群体，评分最高的前两个特征与预测性最高的前两个特征相匹配。第三，职业复杂性调节了个性-绩效关系。当群体按复杂性排序时，多重相关性通常遵循倒 U 形模式，这表明中等复杂性水平可能是个性预测的“金发姑娘范围”。总之，结果表明，职业特征是重要的，如果经常被忽视，上下文变量。我们最后讨论了研究结果对研究、实践和政策的影响。这表明中等复杂程度可能是性格预测的“金发姑娘范围”。总之，结果表明，职业特征是重要的，如果经常被忽视，上下文变量。我们最后讨论了研究结果对研究、实践和政策的影响。这表明中等复杂程度可能是性格预测的“金发姑娘范围”。总之，结果表明，职业特征是重要的，如果经常被忽视，上下文变量。我们最后讨论了研究结果对研究、实践和政策的影响。