The aim of this study was to determine the relationship between personality traits, work values and job involvement. Total of 217 subjects from several middle- and large-scale organizations were included in the study and completed a socio-demographic questionnaire, Big Five Inventory, Work Values Scale and Work and organization attitudes questionnaire. The collected data were analyzed using a series of hierarchical regression analyzes and the following results were obtained. When it comes to five-factor model personality traits, neuroticism negatively correlates with work engagement, while conscientiousness, agreeableness, extraversion and openness to experience positively correlate with job involvement. The highest positive correlation was found between conscientiousness and job involvement. When analyzing the results on the Work Values Scale, two factors were extracted – the people-orientation factor and the task-orientation factor. A statistically significant positive correlation between two factors of work values and job involvement was also found. To examine the extent to which personality traits and work values explain job involvement and to compare the predictive power of these two predictors, two hierarchical regression analyzes were conducted with job involvement as a criterion variable. The five-factor model personality traits have a greater predictive power for predicting job involvement compared to work values, and significant positive predictors were conscientiousness and the people-orientation factor. Finally, the mediating effect of work values in the relationship between personality traits and job involvement was examined, and it was determined that the people-orientation factor serves as a partial mediator in the relationship between conscientiousness and job involvement. The results show that the personality traits and work values of the employees are worth examining, and the collected data should be used in the creation of a working environment that will encourage job involvement.