本研究旨在探討人員在面對組織變革所產生的不確定感與員工心理自尊及工作敬業心之相關性，以理解組織面臨變革時應如何做有效之應對，以使員工仍能安心工作不致感到不安。研究方法採用問卷方式，對近年有發生組織變革的企業內員工進行調查，共計回收381份有效問卷，回收率95.3%。調查結果應用因素及信度分析、Pearson相關分析、變異數分析及線性結構關係模式等方法進行資料分析。研究結果發現：
一、組織變革不確定感對心理自尊無顯著的影響。
二、組織變革不確定感對工作敬業心有顯著的負向影響。
三、心理自尊對工作敬業心有顯著的正向影響。
四、心理自尊對組織變革不確定感與工作敬業心之間之中介效果並不顯著。

The purpose of this study is to examine the relationships among organizational change uncertainty, employee's self-esteem and job engagement in order to realize how to manage organizational change uncertainty and make employee concentrate on task without agitation. Data were obtained from companies and enterprises that had experienced organizational change during recent years. 381 effective questionnaires were returned for the response rate of 95.3%. Factor analysis, reliability analysis, analysis of variance (ANOVA), and linear structure relation （LISREL）were used to analyze the data. The rsearch results found that:
1. Organizational change uncertainty has no significant effect on employee's self-esteem.
2. Organizational change uncertainty has significant negative effect on job engagement of employee.
3. Employee's self-esteem has significant effect on job engagement of employee.
4. Employee's self-esteem is not siginicant mediating effects of organizational change uncertainty and job engagement.
5. Some of personal group effects are obvious to organization change uncertainty, Employee's self-esteem and job engagement.

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