Job performance manages the information, skills, mentality and information that are obliged to help carry out the task of the company in the set of expectations of the organization. Work performance can be distinguished into two different classifications, which include task- and context-related behavior (counterproductive behavior and citizenship behavior) (Rotundo & Sackett, 2002). Rotundo and Sackett (2002) stated that one of the behaviors related to task performance has the ability to transform company resources into a commodity. Overall, organizations consistently use job execution, which aims to ensure maximum work performance potential for each worker. However, the personality has recently gained much consideration from numerous organizations. This is because the relationship between personality and job performance is a distinctive basis of the surrounding workforce. Furthermore, job performance can be capable of leading the organization to success or failure. As has been indicated to some researchers, the meaning of personality itself is a synthesis of an example of a brand consisting of thoughts, feelings and behaviors that make an individual unique from others (Buchanan & Huczynski, 2010). had found an overwhelming majority of personality theories and types, which include the Type A and Type B personality theory, the Myers-Briggs Type Indicator (MBTI®), and the FFM theory (Robbins, Judge, Millett , Boyle, 2014). However, the most noteworthy theory that could demonstrate personality more effectively would be the FFM (Big Five theory). Goldberg (1990, cited in Garcia, Aluja, & Garcia, 2004) stated that the Big Five or FFM model may be able to demonstrate personality more effectively. to be used to illustrate noteworthy parts of the individual...... middle of the paper ......etzer, 2003) described that emotional stability refers to the individual being patient, relaxed, self-controlled, and able to maintain stressful situation without losing control. In question, Hörmann and Maschke (1996 as cited in Rothmann & Coetzer, 2003) believed that neuroticism could be used to predict individual's performance in various jobs. While researchers such as Dunn, Mount, Barrick and Ones (1995 as cited Rothmann & Coetzer, 2003) added that the second most critical trait influencing the employability of candidates is emotional stability. In a late finding, Judge, Higgins, Thoresen, and Barrick (1999, cited in Moutafi, Furnham, & Crumo, 2007) stated that job performance and neuroticism have an inverse relationship. However, Salgado (1997, cited in Rothmann and Coetzer, 2003) suggested that job performance may be anticipated under some conditions by neuroticism.