Organizational identification (OID) is defined as a psychological climate variable reflecting positive perceptions of the organization. The prediction of OID, using measures of interpersonal facets of work, was examined for contingencies due to interactions between organizational context/structure and worker self-esteem. It was hypothesized and found (using subgrouping moderator analyses) that, in an organization with routine technology and interdependent task structure, high (but not low) self-esteem workers (N=205) positively related interpersonal facets of work with OID. In a contrasting organization, however, the opposite moderator effect was predicted and found: interpersonal facets were positively correlated with OID for low (but not high) self-esteem workers (N=126). (Author)