Lin, Xiaosong2018-11-222018-11-222010b2569756http://hdl.handle.net/1885/150748This study contrasts a social exchange explanation of job insecurity's negative effect on outcomes with an explanation based on self-consistency motivational theory. Specifically, I examined job insecurity's effect on employee outcomes (job performance, affective commitment and mental health) as mediated by organization-based self-esteem, based on self-consistency motivational theory, after controlling for the effect of perceived psychological contract breach, based on social exchange theory. I also proposed and tested perceived supervisor support as a moderator of the relationship between job insecurity and organization-based self-esteem. In a sample of 176 subordinate-supervisor dyads from China, results supported the unique mediating effect of organization-based self-esteem supporting self-consistency motivational theory explanation. Perceived supervisor support was found to mitigate the negative effect of job insecurity on organization-based self-esteem.91 leaves.en-AUAuthor retains copyrightHD5708.4 .L56 2010Job securityEmployee motivation201010.25911/5d5e7177f32ca2018-11-21