本研究主要目的在探討，員工在預期組織變革的心理下，透過不同信任層級對員工的工作反應之影響。經實證研究結果顯示，員工因為預期組織變革的不確定感心理，包括地位喪失、工作不安全、角色衝突、角色負荷及資源的減少等。其中角色衝突、角色負荷的不確定感，對於上司信任具有顯著的正向影響關係，顯示今日社會上的員工，在面對工作諸多不確定感的情形下，是傾向於尋求上司的協助並解決問題的。從本研究的路徑分析結果，發現員工的工作反應受信任關係的影響，而信任關係、又受到員工不確定感的影響，因此信任關係是員工面對工作的不確定感以及工作反應的重要中介變項。對管理者而言，如何強化員工的信任是提升員工績效的重要關鍵之一。最後並藉由巢狀模式的分析比較結果發現，自尊、自我效能對於信任與員工工作反應之關係具有顯著的干擾效果。因此，透過職前人格特質測驗的把關篩選，對組織而言，未嘗不是一件有意義的事。

The purpose of this study is to investigate the relationship and implication about the employee's working reaction to anticipate organizational changes, through the difference of trust. This paper would like to explore empirically the effects that employee's perception of uncertainty: The perception of uncertainty exists in many ways, such as loss of status, conflict of roles, overload of roles, fewer resources and job insecurity, etc. There are significant differences about trust of executives, especially in the conflict of roles and the overload of roles. These results implicate that employees facing much uncertainty would look for help from executives. We find that the trust affects employee's working reaction, and it was affected by the employee's feeling of uncertainty. In a nutshell, trust is an important issue in this study. Finally, through the comparison and analysis of LISREL model, the self-esteem and self-efficiency have significant moderating effects about employee's working reaction. It ought to be a meaningful thing to conduct the pre-occupation test in characteristics from the point of organization.