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Abstract

The present research was conducted on a sample of managers from a public sector organization. It explores the role of trust in management as a moderator of stress between the fear of loss of job features and affective commitment to change. The research employed Affective Commitment to Change (Herscov itch & Meyer, 2002), Qualitative Job Insecurity (Hellgren, Sverke, & Isaksson, 1999), and Trust In Management (Brockner, Siegel, Daly, Tyler, & Martin, 1997) to measure research variables. Hierarchical Regression analysis provided support for a negative relation between affective commitment to change and qualitative job insecurity and a positive relation with trust in management. Support was also found for a moderating role of trust in management on the negative relationship between qualitative job insecurity and affective commitment to change. The limitations of the study are provided along with the managerial implications of the present research.