Articlegreen2010

SELF-ESTEEM AND JOB PERFORMANCE: THE MODERATING ROLE OF SELF-ESTEEM CONTINGENCIES

D. Lance Ferris · Huiwen Lian · Douglas J. Brown · FIONA X. J. PANG · Lisa M. Keeping

134 citations0/0 files storedPersonnel Psychology

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Personality Traits and Psychology Job Satisfaction and Organizational Behavior Employee Performance and Motivation

Abstract

Although theoretical perspectives suggest self-esteem level (i.e., high/low) should have main and moderating effects on job performance, empirical and narrative reviews of the literature suggest such effects are either nonexistent or highly variable. To account for these mixed findings, we hypothesized that self-esteem level should only have main and moderating effects on job performance when one's self-esteem is not contingent upon workplace performance. Using multisource ratings across 2 samples of working adults, we found that the importance of performance to self-esteem (IPSE) moderated the effect of self-esteem level on job performance and moderated the buffering interaction between self-esteem level and role conflict in the prediction of job performance. Our results thus support IPSE as an important moderator of both main and moderating effects of self-esteem level.

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References

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Cited by

2012Self-Love's Lost Labor: A Self-Enhancement Model of Workplace Incivility 2014Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment 2016Relationships between work values, communication satisfaction, and employee job performance 2016The Role of Ethical Leadership on Employee Performance in Guilan University of Medical Sciences 2019Compassion and Job Performance: Dual-Paths through Positive Work-Related Identity, Collective Self Esteem, and Positive Psychological Capital 2019Work‐contingent self‐esteem: A boon or bane for worker well‐being?

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