From trait anxiety to work outcomes: A moderated mediation model of hypervigilance and organization‐based self‐esteem

Abstract Prior research suggests that trait anxiety is generally detrimental to employee engagement and well‐being, yet existing findings remain mixed. We argue that these mixed results reflect the nuanced nature of trait anxiety at work and underscore the importance of examining its underlying cognitive mechanisms and boundary conditions. Integrating attentional control theory and identity theory, we propose that trait anxiety heightens hypervigilant thought patterns, which in turn reduce work engagement and increase job stress. However, we argue that these effects are not uniform across employees. Specifically, we posit that organization‐based self‐esteem (OBSE)—a positive, organization‐centered self‐identity—exacerbates the negative consequences of hypervigilance. We tested our moderated mediation model across two multi‐wave field studies involving employed MBA students ( N = 119) and full‐time U.S. employees recruited from an online panel ( N = 143). Results provided partial support for our hypotheses. Trait anxiety was positively associated with hypervigilance, which indirectly reduced work engagement for employees with high—but not low—OBSE. In contrast, the indirect effect of trait anxiety on job stress via hypervigilance was generally consistent across levels of OBSE. Together, our findings illuminate how and for whom trait anxiety becomes most detrimental at work, highlighting the cognitive and identity‐based conditions under which anxiety‐driven hypervigilance undermines employee engagement and well‐being.