Moderating effects of organization-based self-esteem on organizational uncertainty: employee response relationships
研究基于组织的自尊如何调节员工对工作不安全感与组织变革预期的感知，进而影响内在动机、组织承诺和缺勤行为。
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.