Reciprocal effects between self-esteem and work experiences: A reanalysis of two longitudinal studies

Do people’s work experiences (i.e., work conditions and outcomes) influence their self-esteem, and does people’s self-esteem influence their work experiences? In this preregistered research, data used by Kuster et al. (2013) were reanalyzed using new types of statistical models. Whereas the previous study used the traditional cross-lagged panel model, we used the random intercept cross-lagged panel model and the dynamic panel model, which allow for better control of unmeasured time-invariant confounders, enhancing the validity of causal conclusions. Data came from two longitudinal studies with five assessments over eight months ( N = 663) and three assessments over two years ( N = 600). Thirteen of the 36 cross-lagged paths tested were significant, and all significant effects were in the expected direction: Self-esteem predicted increases in positive outcomes (i.e., coworker justice) and decreases in negative outcomes (e.g., effort-reward imbalance). Positive work variables (e.g., job satisfaction) predicted increases in self-esteem, and negative work variables (e.g., time pressure) predicted decreases in self-esteem. The pattern of findings aligns with theoretical perspectives suggesting reciprocal effects between self-esteem and work experiences. Moderator analyses indicated that effects held across gender. The findings advance the understanding of dynamic self-esteem–work relations and inform interventions that could benefit employees and organizations.