DEGREES OF AUTHENTICITY AT WORK: REFUTING THE EITHER/OR PARADIGM

Some would argue that authenticity is a characteristic that is encouraged by managers and leaders in the workplace. But what does it mean to be “authentic” at work today? Does it mean bringing your “whole self” to work every day? And do people want to do that? Should they? And are there limits to their authentic expression? To better understand the concept of authenticity in the workplace, two studies (one qualitative – semi-structured interviews and one quantitative – an online survey) were conducted with managers and non-managers from diverse industries (e.g., financial services, pharmaceutical, residential/corporate moving, energy, utilities, and telecommunications/mass media). Preliminary analysis revealed diverse definitions of workplace authenticity, shedding light on a complex, conceptual landscape. In addition, results indicated a limited range in which employees feel they can express authenticity (demarcated by self and other-imposed “thresholds”), suggesting both individual and organizational factors contribute to one’s ability and willingness to express oneself authentically at work. The goal of this research is to examine existing beliefs regarding authentic expression at work and provide insights to assist future “authenticity at work” research. Specifically, this research seeks to: (1) define a meaning for authenticity at work today; (2) determine what hinders and what helps authentic expression; (3) determine the range for authentic expression at work; (4) explore why authenticity is viewed as an either/or experience, rather than as more or less; and examine how authentic expression affects certain workplace outcomes (i.e., job satisfaction, organizational commitment, job performance). I conclude this research with a post hoc event analysis/deconstruction to illustrate what can happen when a person’s authentic expression crosses an impropriety threshold. Keywords authenticity, support, expression, management, culture, threshold, privilege

Grantor dc:publisher

Temple University. Libraries

Year dc:date.issued

2019

Author dc:creator

• Smith Jr.,, James A.

Advisor dc:contributor.advisor

• Geddes, Deanna

Committee members dc:contributor.committeemember

• Andersson, Lynne Mary
• Wray, Matt, 1964-
• Isaacs, Daniel

• Psychology, Behavioral
• Authenticity
• Culture
• Expression
• Management
• Support
• Threshold

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• IN COPYRIGHT- This Rights Statement can be used for an Item that is in copyright. Using this statement implies that the organization making this Item available has determined that the Item is in copyright and either is the rights-holder, has obtained permission from the rights-holder(s) to make their Work(s) available, or makes the Item available under an exception or limitation to copyright (including Fair Use) that entitles it to make the Item available.

Licence dc:rights.uri

• http://rightsstatements.org/vocab/InC/1.0/

Language dc:language.iso

eng

Handle dc:identifier.uri

http://hdl.handle.net/20.500.12613/3583

OAI identifier oai:identifier

oai:scholarshare.temple.edu:20.500.12613/3583