The current dissertation revisits the job attitudes-performance problem by proposing the construct of implicit job associations (a set of implicit or automatically activated attitudes, which parallel explicit job attitudes and identification). I first describe the character and greater embedded structure of implicit job associations from a social knowledge structure (SKS) approach. Secondly, I describe three factors (social desirability, job embeddedness/selfprotection, and workgroup convergence) that likely account for dissociation of implicit and explicit attitudes relevant to one's job. Finally, I present a set of hypotheses for the types of discretionary performance (i.e. organizational citizenship behaviors) along with mediating psychological processes ((1) automatic influences on perception, (2) drivers of self regulatory focus and construal, and (3) sources of explicit elaboration), which describe the potential impact of implicit job attitudes on job performance. The results of a pilot study and a large-scale field study lend support to many (but not all) of these hypotheses. I conclude with discussion of when, why and how implicit associations about one's work may influence job performance.