This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data were gathered at multiple times over a one-year period (i.e., baseline performance, attitudinal variables one month later, supervisor reports of subordinate performance six months and one year after baseline performance was measured). Strong support was shown for the total effects model, whereby political skill moderated felt accountability-job performance ratings, felt accountability-job tension, and job tension-job performance ratings relationships. However, more focused analyses demonstrated that political skill most strongly moderated the job tension-job performance ratings linkage. Implications, strengths and limitations, and directions for future research are provided. (Contains 1 figure and 3 tables.)