This study examines whether and how Conscientiousness and Neuroticism interact to predict job performance, with goal commitment and goal orientations as partial mediators and job autonomy as a moderator. Grounded in personality, motivation, and cognitive theories, such as Self-Determination Theory and Attentional Control Theory, this study explores and develops the mechanisms underlying the hypothesized effects. Data were collected from 102 employees and their supervisors at a toy factory in Shenzhen, China, using self-report measures and supervisor-rated performance evaluations. Hypotheses were tested using hierarchical regression in SPSS and Andre Hayes' PROCESS macro. Results indicate that the interaction between Conscientiousness and Neuroticism (C*N) provides incremental predictive validity for job performance (ΔR² = .07**, p < .01), goal commitment (ΔR² =.03**, p < .01), learning goal orientation (ΔR² =.01† , p = .06), and avoiding goal orientation (ΔR² =.03*, p = .03). Additionally, goal commitment (β = .07) and avoiding goal orientation (β = .04) partially mediate the effect of C*N on job performance at the 90% confidence interval. Moreover, job autonomy moderates the relationship between C*N and both proving goal orientation (ΔR² = .02†, p =.07) and avoiding goal orientation (ΔR² = .02†, p =.06). The study contributes to personality and organizational behavior literature, and offers practical implications for personnel selection, training, and job design strategies aimed at optimizing employee motivation and performance in factory settings.