This study investigated the moderating influence of employee spirituality on the relationship between a categorical independent variable, person-organization uncertainty management (UM) fit, and two dependent variables, job satisfaction and innovation. Data was gathered through self-report questionnaires delivered via the Internet to members of a government-funded engineering research organization in the United States. Replicating the UM research of Clampitt and Williams (2005) using their Working Climate Survey, study findings confirmed the stability of the survey and the dominant impact of organizational UM on job satisfaction. Extending this thread by exploring the innovative outcomes of UM, findings showed positive effects for person UM on innovation. The person-organization fit variable of interest was complementary UM because complementary cooperation between dissimilar UM has been associated with optimal organizational innovation. With this baseline, the moderating effects of four spirituality variables: grateful disposition, inner life, meaning at work, and servant attitude were tested. Though spirituality variables showed many significant main effects on the outcome variables, only two moderated in the context of UM complementarity. First, meaning at work significantly moderated UM’s impact on job satisfaction, and inner life negatively moderated UM’s impact on innovation. Findings were interpreted in light of complementary fit theory. Important conclusions included spirituality’s beneficial role in scaffolding UM complementarity in innovative workplaces, re-conceptualizing spirituality in a perceptual framework, and presenting an interactive, situational model for studying spirituality under uncertainty.