Journal of Vocational Behavior 1, 75-83 (1971) Self-Esteem as an Influence on Occupational Choice and Occupational Satisfaction’ JEFFREY H. GREENHAUS 2,3 New York University The purpose of the present study was to investigatethe role of self- esteem in occupational choice behavior. It was predicted that self-esteem would be positively related to the degree of self-occupational congruence, and that self-esteem would moderate the relationship between congruence and occupational satisfaction. It was also predicted that self-esteem would moderate the relationship between occupational satisfaction and several in- dices of social influence. Participants in the study were 228 college under- graduates Although the relationship between self-esteem and congruencewas nonsignificant, the moderating effects of self-esteem did receive some sup- port. It was tentatively concluded that high self-esteem persons tend to look at their own needs and relevant attributes in determingthe satisfactionwith their occupational choice, whereas low self-esteem persons look more to- ward external cues. According to the self-concept implementation theory of occupational choice (Super, 1957, 1963), a person selects from a series of alternative occu- pations the one occupation that is most congruent with his self-concept. In a related hypothesis, Super (1963) has also suggested a positive relationship between the degree of implementation or congruence and occupational satis- faction. Empirical research seems to indicate that both occupational choice (Eng- lander, 1960; Healy, 1968; Morrison, 1962) and occupational preference (Blocher & Schutz, 1961; Oppenheimer, 1966; Vroom, 1964) are, in fact, related to the degree to which an occupation is perceived to be consistent with the self-concept. In addition, the hypothesized relationship between con- gruence and occupational satisfaction has been supported by Brophy (1959). One of the possible limitations of the self-concept implementation theory has been the relative neglect of individual difference variables. It may ‘This article is based upon the author’s dissertation, submitted in partial fulfillment of the requirements for the PhD degree at New York University. The author thanks Dr. Abraham K. Korman, Dr. Joseph Weitz, and Mr. Irwin J. Badin for their helpful comments. 2Now at the Department of Student Personnel Services, City College of New York. 3Reprints may be obtained from the author, 65-35 108th St., Forest Hills, N. Y. 11375. 75