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.
D006746:Hospital Bed Capacity, 500 and over; D006801:Humans; D007588:Job Satisfaction; D009741:Nursing Staff, Hospital / Q000523:psychology*; D012380:Role; D012649:Self Concept; D011795:Surveys and Questionnaires; D014481:United States