Group process-work outcome relationships: a note on the moderating impact of self-esteem.

Self-esteem was hypothesized to moderate relationships between peer group interaction and two work-related variables, job performance and job strain. The study found support for the general hypothesis. Peer group interaction had a greater impact on the two work-related variables for low than for high self-esteem individuals.

Role perceptions, satisfaction, and performance: moderating effects of self-esteem and organizational level.

The moderating effects of organizational level and self-esteem on the relationships between role perceptions (i.e., role ambiguity and role conflict) and employee satisfaction and performance were examined. Previous research suggested that self-esteem, as an indicator of perceived self-competence, should act as a buffering element contingent upon an individual's organizational level. To test this possibility, data were collected from a sample of 161 hospital professional and support personnel. It was hypothesized that the negative effects of role ambiguity and conflict on satisfaction and performance would be attenuated by high self-esteem at lower organizational levels. Two of the four predicted interactions (ambiguity-satisfaction and conflict-performance) were obtained. The importance of considering the combined effects of both situational and individual difference variables as potential buffers against aversive role perceptions was discussed.