Numerous stress studies have revealed that job stress exerts serious negative effects on employee attitudes, their physical and mental health, and even job performance. However, a heated debate has recently unfolded around the claim that the relationships between job stress and various outcome variables are attributable to the influence of affectivity, a personality trait. This paper re-examines the role of affectivity in the relationship between job stress and employee attitudes, which has been at the center of this controversy. Data were collected from 867 employees working in two organizations using self-report questionnaires, and the collected data were analyzed using a latent variable approach. The results showed that both dimensions of affectivity—negative affectivity and positive affectivity—contaminated the measurement of predictor variables, namely job stressors (role ambiguity, role conflict, workload, and resource inadequacy) and social support variables (supervisor support and coworker support), as well as outcome variables, namely job satisfaction and organizational commitment. Additionally, both negative and positive affectivity were found to inflate—that is, distort—the relationships between predictor and outcome variables. However, because the degree of contamination and distortion effects of affectivity was very minimal, it is not judged to be a problem serious enough to warrant mandatory consideration in job stress research.