Organizational identification has traditionally been associated with positive organizational outcomes, whereas negative affectivity (NA) has most often been associated with negative individual outcomes. We hypothesize that organizational identification will positively influence self-reported performance for individuals high in NA. Conversely, individuals low in NA will not experience feelings of enhanced performance as organizational identification increases. The findings from 2 samples provided support for the research hypothesis; specifically, the personality factor of NA moderated the organizational-identification/self-reported performance relationship. We discuss our findings in light of important implications for the positive psychology movement and practicing managers.