Moderating effects of organization-based self-esteem on organizational uncertainty: Employee response relationships

Abstract

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 organization-based 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.