High and low self-monitors were given the task of applying for a position that was or was not a good fit with their personality. Subjects were 97 introductory psychology students who had previously taken the 18-item Self-Monitoring Scale (SMS). They took the SMS again--as if it were being used to decide whether they would be offered a very desirable job--and were instructed to answer the questions to make the best impression on the employer and maximize their chances of being offered the job. Subjects were assigned to a job by means of a random distribution of a booklet containing the job advertisements, SMS, and other scales. They rated how good a fit the job was with their true personality, how different their answers were from their true selves, how easy or difficult it was to answer the question, the extent to which they felt like hypocrites, and how successful they thought they were in making a good impression. A final page contained 20 exploratory semantic differential scales on which subjects rated how they typically feel presenting themselves in the best possible light in a job interview. Results were consistent with prior research findings on self-monitoring differences in self-presentational behavior but extended those findings to the affective realm. Low self-monitors found it difficult to "put on an act" and experienced "emotional dissonance" and a diminished sense of well-being. High self-monitors did not experience the same negative affective consequences. (YLB)