THE INTERACTIVE EFFECTS OF PERSONAL TRAITS AND EXPERIENCED STATES ON INTRAINDIVIDUAL PATTERNS OF CITIZENSHIP BEHAVIOR REMUS ILIES Michigan State University BRENT A. SCOTT TIMOTHY A. JUDGE University of Florida An experience-sampling study investigating the dynamic process through which per- sonal traits and affective and attitudinal states experienced at work influence intra- individual patterns of organizational citizenship behavior over time generally sup- ported hypotheses. First, at the intraindividual level, experience-sampled positive affect and job satisfaction predicted experience-sampled reports of organizational citizenship behaviors over time. Second, cross-level interaction between agreeableness and positive affect predicted organizational citizenship behavior. Compared to less agreeable employees, agreeable employees reported both engaging more often in or- ganizational citizenship behavior and more consistent patterns of such behavior; their engagement in these behaviors was less dependent on their momentary positive affect. Over the past quarter-century, organizational scholars have been paying increased attention to “work behavior that is in some way beyond the reach of traditional measures of job performance but holds promise for long-term organizational suc- cess” (Van Dyne, Graham, & Dienesch, 1994: 765; see also Koys, 2001; Podsakoff & MacKenzie, 1997). Such behavior, described by various authors as or- ganizational citizenship behavior (Organ, 1988; Or- gan & Ryan, 1995; Smith, Organ, & Near, 1983), prosocial behavior at work (George, 1991), organi- zational spontaneity (George & Brief, 1992), extra- role behavior (Van Dyne & LePine, 1998), and con- textual performance (Motowidlo & Van Scotter, 1994), is thought to be influenced by personal traits (e.g., Organ & Lingl, 1995), job attitudes (e.g., Van Dyne et al., 1994), and affective states (e.g., George & Brief, 1992). Dispositional characteristics such as personality traits influence individuals’ propensities to engage in citizenship behaviors at work (Borman, Penner, Allen, & Motowidlo, 2001; Organ & Ryan, 1995). However, as with other behaviors, whether a per- son engages in citizenship behaviors at a particular time or on a particular day depends on both the person and the situation. An organizational theory useful for conceptualizing person and situation in- fluences on citizenship behaviors is affective events theory (AET; Weiss & Cropanzano, 1996). According to this theory, events that unfold at work (i.e., situations) influence certain episodic behav- iors through the affective states that these events generate (they are “affective events”). Within this conceptual framework, behaviors most directly in- fluenced by discrete events are those that are more closely related to affective states, or what Weiss and Cropanzano called “affect-driven behaviors.” 1 Affective events theory proponents specifically consider citizenship behaviors to be affect-driven, a view supported by a large body of research relating affective constructs to such behaviors (George, 1991; Lee & Allen, 2002). Furthermore, Weiss and Cropanzano expected affect-driven behaviors to fluctuate substantially over time. Such fluctuations are consistent with the theory of task and contex- tual performance proposed by Motowidlo, Borman, and Schmit (1997: 73), who defined performance as episodic behavior: “From one perspective, work behavior is a con- tinuous stream that flows on seamlessly as people spend time at work.... Streams of work behavior are punctuated by occasions when people do some- This research was supported in part by a grant awarded to the first author by the Military Family Re- search Institute at Purdue University. The ideas ex- pressed herein are those of the authors and are not nec- essarily endorsed by the funding organization. 1 Within affective events theory, judgment-driven be- haviors are influenced by events and affect indirectly through effects on stable work attitudes.  Academy of Management Journal 2006, Vol. 49, No. 3, 561–575. 561