本研究為探討組織變革不確定性與員工社會幸福感之關聯性，另一方面，真誠性一直被視為是相當重要的正面社會價值，這個概念從過去到現在已經被探討許多年且組織漸漸意識到它對組織績效的影響，也因此知覺真誠領導是不可或缺的且深深影響員工在組織裡的表現。

本次研究是以苗栗一間大規模塑膠製造廠華夏公司為例，總共蒐集了325份有效員工問卷，如本研究所預期的，組織變革不確定性會負向影響員工社會幸福感，再來，知覺真誠領導在組織變革不確定性和員工社會幸福感之間有正向的調節效果，雖然研究透過迴歸分析後的結果並沒有顯著性，但知覺真誠領導確實在組織變革不確定性與員工社會幸福感之間有正向調節作用。

This study examined how uncertainty during organizational change is linked to employees’ social well-being. Authenticity is considered a positive social value in the world. It has been emerged throughout over the years, organizations notice the influence it has on the organization performance. Authentic leadership is essential as it greatly influences employees. The study involved a sample of 325 employees from a large-scale, Miaoli County, plastics manufacturing firm, China General Plastics Corporation (CGPC). As expected, the test results revealed that uncertainty during organizational change was negatively associated with employees’ social well-being. Authentic leadership perceptions (ALP) positively moderated the relationship between uncertainty during organizational change and employees’ social well-being such that the relationships became stronger for individuals higher rather than lower in ALP. Even though it was not supported, ALP exerted a positively moderating effect between uncertainty during organizational change and employees’ social well-being.

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