The topic of “Personality Predicts Performance” is constantly debated in the academic field, but it has been readily cherished in management practice. Almost every famous international and domestic enterprise has generally introduced personality tests in the HR activities like employee development, team building, and high protential talent management, etc. The influence of personality has been widely accepted by managers (Barrick & Mount, 2005). Therefore, in order to provide more academic advice to managers, it is necessary for scholars to carry out further in-depth studies on topic of “How to make personality test more effectively predict work behaviors. “ Big Five effectively predicts contextual performance, but the instabilities in predicting results imply that there are both mediating and moderating variables that must be accounted for to adequately explain the effects of personality on human behavior (Barrick, Stewart, & Piotrowski, 2002). However，very little research has examined the mechanisms through which personality traits affect performance. From a new perspective of integrated personality framework, this study test the mediating effects of personality dynamics variables (work values and motivation) on the relationship between personality traits and contextual performance in 291 employees of foreign enterprises in different cities of China by questionnaires. The result showed that 1) .conscientiousness and agreeableness significantly predict contextual performance and its dimensions; 2) Competence and growth value part mediated Big Five traits and contextual performance; Status and independent work values (indirectly through the intrinsic motivation) mediated openness, conscientiousness and contextual performance. 3) Intrinsic motivation part mediated comptence and growth, status and independent work values and the contextual performance. The importance of the result show that the managers can through identifying and guiding staff's work values and motivation to stimulate different traits of the employees’ to create a better performance. Finally, combined the empirical research results, suggestions of talent measurement, talent development and performance management discussed.