The role perceptions of fifty-eight engineers in a medium size industrial organization were related to their performance, job satisfaction, and affective responses to their role. The first concept of interest was role compliance--the extent to which the engineers described their own role behavior in line with what their supervisory or their peers believed should be done. Role compliance was found to influence job satisfaction and affective responses to the job directly and to moderate the relationship between motivational force, as described by Expectancy Theory, and performance or effort. The second concept of interest was the degree to which the role possessed motivational potential as described by Hackman and Oldham (1974). The results indicated that the motivational potential of the task impacted both directly and indirectly on job satisfaction and affective responses to the job, but only indirectly on performance. The results were discussed in light of the need for accurate communication of role requirements and the effects of expanding the motivational potential of a job.