Moderating Effects of Organization-Based Self-Esteem on Organizational Uncertainty: Employee Response Relationships
研究组织自尊如何调节工作不安全感与预期组织变化这两种不确定性感知对员工内在动机、组织承诺和缺勤率的影响，发现高组织自尊员工对不确定性反应较弱，且调节效应因结果变量而异。
The present study examined the moderating effects of organization-based self-esteem on the relationship between two forms of organizational uncertainty perception and three outcome variables. The two forms of organizational uncertainty perception were job insecurity and anticipation of organizational changes, and the three outcomes were intrinsic motivation, organizational commitment, and absenteeism. Results supported the moderating effects of organization-based self-esteem. It was found that employees with high levels of organizationbased self-esteem were less responsive to the perception of organizational uncertainty. Moreover, it was found that the moderating effects of organization-based self-esteem differed across outcome variables.