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Authenticity and well-being in the workplace: A mediation model
Journal of Managerial Psychology
Abstract
Purpose
The purpose of this paper is to investigate the link between authenticity at work and well‐being. First, the relationship between authenticity at work and hedonic and eudemonic well‐being indexes is assessed. Second, the mediating role of meaning of work in the relationship between authenticity at work and subjective well‐being at work is investigated.
Design/methodology/approach
In total, 360 managers from public organizations completed self‐reported questionnaires. Multiple hierarchical regressions were used to assess the hypotheses.
Findings
Cognitive and behavioral components of authenticity at work explained a significant proportion of variance in each hedonic and eudemonic well‐being indexes. Authenticity is positively associated with well‐being at work. Moreover, meaning of work is a partial mediator of the relationship between authenticity and subjective well‐being at work.
Practical implications
The results suggest that meaning of work is a mechanism in the relationship between authenticity and subjective well‐being at work. The study highlighted a growing need to promote authenticity within organizations since it has been associated with public managers' well‐being.
Originality/value
To the authors' knowledge, this is the first study showing the positive relationship between authenticity and well‐being in the workplace amongst public organizations managers. It sheds a very new light on the importance of authenticity in work settings and on how it could be linked to meaningfulness in managerial roles.
... (1) Providing mental/physical resources: Resource conservation theory suggests that workers have limited resources, such as mental (e.g., self-esteem and positive mood) and physical resources (e.g., time and energy), which are consumed when engaging in stressful tasks (Hobfoll, 2002). Flexible work arrangements can enhance the replenishment of these resources by offering greater autonomy in the execution of the work and in time used for non-work-related pursuits, such as self-study and relaxation, thereby increasing workers' sense of authenticity in their work (e.g., Bailey, Horton & Galinsky, 2022;Cha et al., 2019;Ménard & Brunet, 2011;Onken-Menke, Nüesch & Kröll, 2018;ten Brummelhuis & Bakker, 2012). (2) Enriching reciprocity within the organization: Flexible work arrangements can serve as a non-monetary reward (Bloom et al., 2015). ...
... Therefore, such behaviors gained through MLW can lead to a sense of authenticity in one's work (Bailey et al., 2022;Cha et al., 2019). An increased sense of authenticity enables the internalization of one's job and role, thereby resulting in increased engagement and well-being (e.g., Cha et al., 2019;Ménard & Brunet, 2011). This study predicted that there is a mediating relationship between MLW and increased engagement and well-being through non-work flexibility (pre-registered). ...
... Second, this study measured creativity using six self-rated items from the creativity scale (Ettlie & O'Keefe, 1982;Tierney, Farmer & Graen, 1999), such as "I demonstrate originality in my work" and "I try out new ideas and approaches to problems" (Cronbach's α = 0.87). Finally, this study measured well-being using two items (Ménard & Brunet, 2011;Ryan & Deci, 2001): the first item corresponds to hedonic well-being and states, "I find joy and pleasure in my daily work," while the second item corresponds to eudemonic well-being, which states, "I have a sense that my work is connected to making people's lives better" (Cronbach's α = 0.77). ...
... According to the research model, two demographic variables and 12 variables (13 questions) represent the WB index. The variables are presented in Table 1: Life Expactation In Israel The degree of satisfaction with the standard of living (Aghili, Venkatesh 2008) Degree of satisfaction from social contexts (Wright and Huang 2012) The degree of sense of ability to deal with problems (Menard, Brunet 2011) The degree of feeling that there is someone to rely on in times of distress (McLellan 2017) The degree of feeling about the non-existence of discrimination (Menard, Brunet 2011) The degree of general trust in the country ( The choice of the variables that appeared as questions in our survey is based on the literature review. ...
... According to the research model, two demographic variables and 12 variables (13 questions) represent the WB index. The variables are presented in Table 1: Life Expactation In Israel The degree of satisfaction with the standard of living (Aghili, Venkatesh 2008) Degree of satisfaction from social contexts (Wright and Huang 2012) The degree of sense of ability to deal with problems (Menard, Brunet 2011) The degree of feeling that there is someone to rely on in times of distress (McLellan 2017) The degree of feeling about the non-existence of discrimination (Menard, Brunet 2011) The degree of general trust in the country ( The choice of the variables that appeared as questions in our survey is based on the literature review. ...
... Wright and Huang 2012) A sense of the degree of receiving appreciation from relatives (Wright and Huang 2012) Number of close friends (Wright and Huang 2012) Daily sitting hours (Avey, Luthans, Smith, Palmer 2010) Degree of physical activity (Avey, Luthans, Smith, Palmer 2010) Degree of sense of security(Menard, Brunet 2011) In a survey, we collected data about 222 Israelis. The respondents were asked about their life in general and their perceived and subjective opinion regarding the variables of interest. ...
Purpose: We propose a well-being index that consists of components that reflect
well-being from the literature on well-being. The study emphasizes the magnitude of
each component of this well-being index.
Study design/methodology/approach: The dimensions of the well-being of interest
are (i) A sense of discrimination, (ii) General trust, (iii) A sense of appreciation from
family members, (iv) Expectations regarding the future, (v) A sense of ability to deal
with problems, (vi) A feeling of loneliness, and (vii) A feeling that there is no one to
trust.
Findings: The study includes 222 responders. The variables in the survey support the
research question about the structure of well-being. They affect directly and indirectly
well-being. For example, the daily number of hourly sittings. We cluster some
variables into a single construct. We found no correlation between age with the other
factors.
Originality/value: This finding has essential effects when dealing with what can
improve people's well-being.
... Authenticity at work (AAW) refers to employees' feelings of alignment between their experience and perception of their genuine, "true" self (van den Bosch & Taris, 2014b). Recently, AAW has earned much interest due to its positive relation to job satisfaction (Biermeier-Hanson et al., 2020;Fletcher & Everly, 2021;Wayne et al., 2019), meaning in work (Kuntz & Abbott, 2017;Ménard & Brunet, 2011), and self-determined motivation (Ma et al., 2020;. However, prior research neglected the link between AAW and occupational self-actualization (OSA), which is defined as employees' feelings of completion, achieved by realizing their potentials (Brown & Gunderman, 2006). ...
... The association between AAW and OSA has not yet been investigated. However, according to prior research, AAW was found to be positively related to well-being (Ariza-Monte et al., 2019;Ménard & Brunet, 2011;Sutton, 2020;van den Bosch & Taris, 2014a;Wessel et al., 2020), job and life satisfaction (Biermeier-Hanson et al., 2020;Fletcher & Everly, 2021;Wayne et al., 2019), meaning in work (Kuntz & Abbott, 2017;Ménard & Brunet, 2011), and self-determined motivation (Ma et al., 2020;. ...
... The association between AAW and OSA has not yet been investigated. However, according to prior research, AAW was found to be positively related to well-being (Ariza-Monte et al., 2019;Ménard & Brunet, 2011;Sutton, 2020;van den Bosch & Taris, 2014a;Wessel et al., 2020), job and life satisfaction (Biermeier-Hanson et al., 2020;Fletcher & Everly, 2021;Wayne et al., 2019), meaning in work (Kuntz & Abbott, 2017;Ménard & Brunet, 2011), and self-determined motivation (Ma et al., 2020;. ...
Authenticity at work (AAW) is an important work-related state. Little is known about how other work-related resources can promote AAW and the link between AAW and organizational self-actualization (OSA). In three studies, we drew on conservation of resource theory to determine whether AAW serves as a mediator between three distinct work-related resources (i.e., social support at work, job autonomy, authentic leadership) and OSA. Studies 1 and 2 used a cross-sectional design (Ns = 209; 597), and study 3 used a two-wave longitudinal design (N = 143) to evaluate data from employees. While studies 1 and 2 supported a positive, indirect relation between job autonomy, social support at work, and OSA via AAW, study 3 and additional post hoc findings challenged these results. Alternatively, a reciprocal, cross-lagged effect of OSA on AAW is plausible. Lagged effects from work-related resources to AAW or OSA were not supported in study 3. Authentic leadership (AL) was not related to OSA via AAW. Instead, post hoc analysis suggested two serially mediated links between AL and OSA. All three studies confirmed the proposed factor structures of AAW and OSA. The findings extend both our knowledge regarding the concepts of AAW and OSA and the promotion of AAW and its relation to OSA. We discuss the dynamics of work-related resources, AAW, and OSA and conclude with implications for future research, organizations, leaders, and employees.
... Similar results are found in the work context. The degree to which employees perceive their work as meaningful, purposeful, or contributing to a greater social good is a good predictor of how often they feel joy or cheerfulness (Arnold et al., 2007;Ménard & Brunet, 2011). ...
... First, the present research suggests that someone who experiences activity worthwhileness at work will be more prone to experiencing positive emotions as well. This outcome agrees with existing evidence showing that eudaimonic states are followed by pleasant ones (Waterman et al., 2008), and that purposeful work can predict joy or cheerfulness (Arnold et al., 2007;Ménard & Brunet, 2011). Second, the claim that positive emotions positively influence OCB-I (Dávila & Finkelstein, 2013;Lee & Allen, 2002;Ma et al., 2016;Wagner, 2017;Williams & Anderson, 1991) was also confirmed because the present study shows that positive emotions predict change in OCB-I. ...
... Empirisch zeigen sich zum einen positive Korrelationen in Zusammenhang mit Authentizität, beispielsweise mit dem subjektiven, dem psychologischen Wohlbefinden sowie mit dem Selbstwertgefühl (Ménard & Brunet, 2011;Wood et al., 2008). Außerdem steht das Führen eines authentischen Lebens in Zusammenhang mit der Fähigkeit, Glück und Freude auszudrücken (Robbins, 2006). ...
... Außerdem vergrößerte sich der Zugang zu den Emotionen sowie die Einstellung und der authentische Ausdruck dieser. Dies könnte mit dem Zusammenhang zwischen dem Führen eines authentischen Lebens und der Fähigkeit Glück und Freude auszudrücken, verknüpft werden (Robbins, 2006 (Ménard & Brunet, 2011;Wood et al., 2008). ...
Untersuchung des Human Design Systems: Eine Heuristic Self-Search Inquiry
Das Ziel der vorliegenden Studie besteht darin, ein Verständnis des subjektiven Erlebens der Anwendung des Human Design Systems (HDS) zu vermitteln. Da es an wissenschaftlicher Forschung zu diesem Thema mangelt, war eine vertiefende empirische Auseinandersetzung notwendig. Hierfür wurde anhand einer Heuristic Self-Search Inquiry (HSSI) das persönliche Erleben der Forschenden im Anschluss an zwei Human Design-Sitzungen innerhalb von zwei Phasen und einer Follow-up-Phase erhoben. Darauf folgten eine Auswertung der Daten anhand der Kategorien Entscheidungen, Identitätsgefühl und Emotionen mit jeweiligen Unterkategorien sowie eine kreative Verarbeitung des Erlebens im Rahmen der kreativen Synthese. Die Ergebnisse vermitteln u. a. anhand der Aspekte wahrgenommene Selbsterkenntnis, Lebenssinn, Selbstakzeptanz, erhöhtes Authentizitätserleben, Integration von Selbstaspekten sowie verstärkter emotionaler Ausdruck einen Überblick über das subjektive Erleben des HDS und geben Aufschluss über Entwicklungschancen sowie Herausforderungen, die mit der Anwendung des HDS einhergehen können. Hieraus kann ein erstes psychologisches Verständnis des HDS abgeleitet werden, das in zukünftigen Forschungen genutzt werden könnte, um die Anwendung des HDS noch engmaschiger zu untersuchen. Zudem sind weiterführende Studien mittels quantitativer Messinstrumente zur Untersuchung der subjektiven Effekte denkbar, die aus der Anwendung hervorgingen.
The aim of the present study is to provide an understanding of the subjective experience of using the Human Design System (HDS). Since there is a lack of scientific research on this topic, an in-depth empirical investigation was necessary. For this purpose, a Heuristic Self-Search Inquiry (HSSI) was used to collect the personal experience of the researchers following two Human Design sessions within two phases and a follow-up phase. This was followed by an analysis of the data using the categories of decisions, sense of identity, and emotions with respective subcategories, as well as a creative processing of the experience within the creative synthesis. The results provide an overview of the subjective experience of the HDS on the basis of the aspects of perceived self-knowledge, meaning in life, self-acceptance, increased experience of authenticity, integration of self-aspects, and increased emotional expression, among others, and provide information about development opportunities as well as challenges that can accompany the application of the HDS. From this, an initial psychological understanding of the HDS can be derived, which could be used in future research to more closely examine the use of the HDS. In addition, further studies using quantitative measurement instruments to examine the subjective effects that emerged from its use are conceivable.
... Some WSW choose to assimilate (Robinson, 2012) at the expense of their authenticity and overall health, as research suggests positive relationships between authenticity and a healthy well-being. (Menard & Brunet, 2011;Toor & Ofori, 2009). ...
... The impact of heteronormative stereotypes and language in pushing 'others who identify as non-heteronormative' to hide parts of themselves to avoid shame and fear travels much deeper than the few examples displayed in the present study, and the awareness to address them will result drastically in improved psychological well-being. For example, Menard and Brunet (2011) and Toor and Ofori (2009) reported positive correlations between authenticity (being true to oneself) and psychological well-being. Sheldon, Ryan, Rawsthorne, and Ilardi (1997) also state lower levels of authenticity were associated with higher levels of anxiety, depression, and perceived stress. ...
As recent as 2019, individuals residing within the United States were not protected from employment termination on the basis of their sexual orientation. It is unsurprising, then, that a large percentage of non‐heterosexual individuals remain ‘closeted’ about their sexual identity both at home and work, which takes a psychological and physical toll. The purpose of this study was to document perceptions, feelings, and experiences among women who have sex with women in regard to social and emotional well‐being. Thirty‐seven women between the ages of 20 and 64 participated in 6 focus groups held in three states in the United States. The purpose of these focus groups was to gather data about the experiences of living in a heteronormative world and the factors that might influence social and emotional well‐being. Responses were transcribed and thematically coded. Results offer insights into main themes that can assist community members, health professionals, and scientists to better appraise the disparities and struggles of sexual minorities who experience minority stress and have to compartmentalize in order to feel safe at home, work, and their third places. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement.
... Organizational scholars have also started paying attention to authenticity in the workplace and have focused on two critical issues. First, from the standpoint of psychology, studies have found that the experience of authenticity contributes to psychological well-being by satisfying the need for self-determination (Leroy et al., 2015), creating a sense of work meaningfulness (Ménard and Brunet, 2011), and decreasing negative emotions (Wood et al., 2008). In contrast, the experience of inauthenticity, such as inauthentic emotional displays, involves suppressing and disguising genuine feelings and thoughts (Morrison and Milliken, 2000), which leads to anxiety and stress (Hackman, 1992). ...
... These findings have several important theoretical implications. First, authenticity has long been theorized as a personality trait, and researchers have suggested that acting with authenticity helps promote psychological well-being (Leroy et al., 2015;Ménard and Brunet, 2011). Despite broad recognition of the social implications of authenticity, it was not until recently that research attention has been paid to the display of authenticity in social interactions (e.g. ...
Purpose
This study aims to investigate whether and how a high turnover rate stimulates employees to engage more in learning behavior.
Design/methodology/approach
Drawing on self-regulation theory, the authors suggest that the motive for employees to engage in learning behavior is to improve themselves. Such a need can be activated when they reflect on themselves and realize the discrepancy between their current selves and desired future selves. The authors argue that the employees’ perceived poor performance at daily work may induce their desire for self-improvement via making the future work selves salient, and in turn engage more in learning behavior. This is particularly so when turnover rate is high because employees may be alert of and concerned more about their own poor performance. In an experience sampling study, the authors obtained evidence for these hypotheses.
Findings
When turnover rate was high, employees’ poor performance increased salience of future work selves, which in turn facilitated their learning behavior. This relationship was not significant when turnover rate was low.
Originality/value
Contrary to the typical view that high turnover rate leads to knowledge loss for the companies, the present study findings suggest that it could also serve as a motivational factor facilitating employees’ learning behavior, which is an important way to increase knowledge pool of the companies.
... A potentially more promising solution may lie in organisational commitment to formal mentoring and sponsoring of women ECRs by mature or senior women, as well as allies in such environments who are better placed to understand the female ECR condition. After all, the opportunity of being oneself at work holds the promise of uniquely benefiting the organisation by fostering intrinsic motivation, enhancing individual well-being and integrating diverse views (Ménard and Brunet, 2011;Morrison and Milliken, 2000). Organisations that care about their employees' engagement and well-being cannot ignore their members' need for authentic self-expression (Cable et al., 2013;Deci and Ryan, 2012). ...
How do women negotiate and express authenticity in professional contexts where their presence and identities are largely rendered (in)visible? We draw on intersectional invisibility as our conceptual lens to explore how women early career researchers subjectively negotiate authenticity given prevailing conditions of visibility, invisibility and hypervisibility at work. Based on semi-structured interviews with recipients of the Organisation for Women in Science from Developing Countries (OWSD)-Elsevier award, we illuminate how (in)visible conditions shape the subjective negotiation of authenticity, informing the agentic capacity of women researchers to express themselves authentically in professional settings. Our findings reveal the negotiation of authenticity is closely tied to gender performance in a manner that aligns with perceived professionalism. This entails compartmentalising personal values when feeling invisible, experiencing a heightened awareness of context-specific boundaries when visibility increases and enacting adaptive agency when hypervisible. We thus posit authenticity as a continuous process of ongoing identity construction and negotiation rather than a static ideal.
... Understanding these dynamics is important in the development of interventions that empower employees to share their experiences where disclosure is met with empathy and support (Von Schrader et al., 2014). Organisations must therefore create environments where employees can be their whole selves at work (Ragins & Cornwell, 2001), reducing the need to hide health conditions and normalise conversations about health and disability in the workplace (Jammaers et al., 2016;Kwon, 2021;Ménard & Brunet, 2011;Reis et al., 2017;Woodward & Day, 2006). ...
Orientation: Individuals with chronic disorders such as systemic lupus erythematosus (SLE) face challenges in disclosing their condition at work due to symptom invisibility and stigma. Managers play a crucial role in managing employees as stakeholders and shaping workplace culture and inclusivity.Research purpose: This study explores how workplace culture and support systems influence disclosure decisions among individuals with SLE, focusing on the role of managers in shaping these experiences.Motivation for the study: Limited research exists on the disclosure of invisible illnesses like SLE in professional settings. This study seeks to understand how stigma and inadequate support lead employees to conceal their condition.Research approach/design and method: Using document analysis and semi-structured interviews with participants from various industries in South Africa, the research explores the interplay between workplace culture, support systems and disclosure decisions.Main findings: Findings show that the invisibility and stigma of SLE, challenges in recognising it as a disability, and insufficient workplace support contribute to concealment. Managers often perpetuate unsafe spaces for disclosure.Practical/managerial implications: Organisations must address the systemic exclusion and stigma faced by employees with chronic illnesses. Enhancing training and support for managers is critical to fostering inclusive workplaces and safe disclosure environments.Contribution/value-add: By exploring the strategies individuals with SLE use to navigate workplace challenges, the study provides insights into the relationship between chronic illness, stigma and workplace inclusivity, enriching the broader discourse on disability in professional contexts.
... Schlegel et al. (2009) indicated that self-authenticity can positively predict meaning in life. Evidence from corporate surveys shows that self-authenticity enhances employees' sense of meaning at work (Ménard & Brunet, 2011). Some studies have directly examined the links among self-authenticity, subjective wellbeing, and PWB. ...
Although cumulative evidence has shown that self-control promotes well-being, the underlying psychological mechanisms remain unclear. Studies indicate that basic psychological need satisfaction and self-authenticity may contribute to this relationship. This longitudinal study investigated the associations between self-control and subjective and psychological well-being while examining the mediating role of basic psychological need satisfaction and self-authenticity in a large sample of 2,539 Chinese adolescents ( M age = 17.27, SD = 0.86). Results showed that participants with higher self-control were more likely to report greater subjective and psychological well-being. Basic psychological need satisfaction and self-authenticity were highly and positively correlated with self-control and both types of well-being. Structural equation models indicated that self-control directly and indirectly predicts the two types of well-being through basic psychological need satisfaction and self-authenticity. Specifically, the associations between self-control and well-being outcomes were partially accounted for by the serial mediating effects of basic psychological need satisfaction and self-authenticity. The findings indicate that elevated levels of self-control may facilitate the attainment of greater satisfaction of basic psychological needs, and subsequently foster self-authenticity. This is likely to have a positive impact on both subjective well-being and psychological well-being. Overall, this study advances our understanding of the underlying mechanisms through which self-regulation predicts adolescent well-being.
... Second, prior research on authenticity finds that when there are contradictory self-views, authenticity can be reached by acknowledging and accepting the multifaceted nature of the self (Kernis & Goldman, 2006). This openness to acknowledge both desirable and undesirable self-aspects provides an unbiased understanding TRANSFORMATION MINDSET ENHANCES AUTHENTICITY of one's experiences, leading to higher self-esteem and well-being (Heppner et al., 2008;Ménard & Brunet, 2011), as well as lower levels of depression, anxiety, and stress (Grégoire et al., 2014;Satici et al., 2013). Thus, in acknowledging and incorporating one's past and current states, one can feel truthful to and accepting of one's whole self, strengthening the feeling of authenticity and combatting feelings of imposter syndrome or "fakeness." ...
In this article, we discuss three distinct mindsets that can change how people think about goal success: Thinking about goal success as (a) moving away from the old goal-unattained state; (b) arriving at the new goal-attained state; or (c) a transformation from the old to the new state. We review prior literature and new empirical findings and conclude that a transformation mindset leads to the highest feeling of authenticity and the lowest feeling of fragility after successfully attaining a goal. Importantly, this heightened feeling of authenticity and decreased sense of fragility contribute to positive social and individual learning behaviors, such as a greater desire to share goal-relevant information with others and interest in goal-maintenance behaviors. We end by underscoring the implications of developing a transformation mindset on human motivation, identity integration, intervention designs, and continuous self-development in contexts like education, health, and business.
... Junto con el creciente interés por entender qué puede hacer que la vida sea más valiosa y próspera, dos conceptos relacionados con la felicidad, la felicidad laboral y el bienestar subjetivo (SWB), han recibido una atención cada vez mayor tanto por parte de los profesionales como de los investigadores Ménard y Brunet (2011). La felicidad laboral se refiere al grado en que las personas experimentan afecto positivo y satisfacción en el trabajo (Youssef y Luthans, 2007). ...
The article aims to analyze the scientific production in relation to happiness at work, showing the impact that this topic has on the scientific production in the Web of Science database. The methodology used to develop the research is bibliometric, the study covered from 2007 to the present. The Bibliometrix and VOSviewer software were used for data processing; 160 documents were finally reviewed in depth, considering only open access articles. The analysis of these documents included authors, sources, keywords, citations, H index and co-citations, among other aspects. Over time, the topic of happiness has been relevant and has been analyzed from different areas and perspectives, however, in terms of happiness at work, its study has slowly increased, despite the relevance that, according to Most of the authors analyzed have this theme in the organizations of the modern world.
... Authenticity is positively associated with well-being at work (Menard and Brunet 2011). Carl Rogers (1961) contends that the growth tendencies that contribute to ultimate happiness and well-being do not flourish without authenticity. ...
... Feeling authentic at work is essential for employees' well-being and coping with work challenges or stressors (Ariza-Montes et al., 2019;Ménard & Brunet, 2011;Ogruk & Anderson, 2018;Rivera et al., 2019;Sutton, 2020). Authenticity is especially important for women's well-being because they may be perceived as impostors in occupations with a history of male domination. ...
... 1985). W badaniach różnych typów organizacji od lat badacze koncentrują się na subiektywnym poczuciu dobrostanu pracowników (Well-Being), bazującym na wpływie pracy na zdrowie, poczucie bezpieczeństwa, relacje społeczne w miejscu pracy i poczucie sensu wykonywania pracy w powiązaniu z kulturą organizacyjną i infrastrukturalnymi warunkami pracy (Menard, Brunet 2011;Czerw 2019). ...
Projekt realizowany w latach 2019-2023 przez konsorcjum uczelni: UMK, SWPS oraz SGH. Kluczowym założeniem projektu było przekonanie, że nauka zawsze jest przedsięwzięciem zbiorowym, a doskonałość naukowa wymaga nieustannej współpracy pracowników naukowych i administracyjnych, jak również sprawnego współdziałania pracowników różnych szczebli administracji. Stąd też celem projektu było zwiększenie wiedzy i kompetencji oraz wzmocnienie motywacji pracowników administracyjnych zatrudnionych w strukturach szkół wyższych z myślą o podniesieniu efektywności współpracy między pracownikami administracji i pracownikami nauki, a także na sprawności wewnątrz samych struktur administracji. O efektach badań można przeczytać w raportach z badań jakościowych oraz ilościowych.
... Although the effect of authenticity on the wellbeing of the constructors has not been mentioned in the study, existing research suggests that online authenticity in social networks has a significant positive effect on people's social well-being [12]. Work authenticity has a significant positive effect on employee happiness [13]. Authentic selfpresentation increases personal mental health and well-being [14]. ...
As an important organizational citizenship behavior, voice has attracted the attention of many organizational management scholars. Based on the survey data of 375 employees, this paper studies the influence of interpersonal harmony on employees’ voice behavior and the mediating effect of hedonic well-being and eudaimonic well-being. The results show that interpersonal harmony has a significant positive impact on employee voice behavior; hedonic well-being plays a mediating effect between interpersonal harmony and employee voice behavior; eudaimonic well-being plays a mediating effect between interpersonal harmony and employee voice behavior. The results of this study have certain reference value for improving employee voice behavior.
... Authenticity revolves around higher-order psychological needs and the desire to fulfill them by taking either positive or negative actions. Indeed, expressing an authentic self is one such psychological need that can lead to higher well-being (Ménard & Brunet, 2011), workplace engagement (Reis et al., 2016), and career satisfaction (Matsuo, 2020). Authenticity evaluates to what degree individuals behave in congruence with their core values. ...
Over the last four decades, employees’ adherence to Islamic rules, even if they do not follow Islam, became necessary in Iran’s organizational environ-ment. As a result, Iranian employees, especially women, are required to conform to religious norms and regulations at work, despite their non- Islamic identity. In this study, we extend identity theory and social identity theories to examine the Islamic-based identity threat experienced by Iranian women and its effect on women’s authenticity at work, turnover intentions, and job satisfaction. We also predict that accepting external influence, as an individual trait, will moderate the effect of Islamic-based identity threat on authenticity at work. Surveying 177 Iranian women, we examine a moderated mediation model. Our findings show that women’s perceptions of Islamic-based identity threat driven by their organizations’ religious rules, policies, and norms prevent them from expressing their authentic core values, resulting in increased turnover intentions and decreased job satisfaction.
... Considering that identities provide adequate and explanatory information of individuals' cognitive, emotional, behavioral and social boundaries that incorporate the "self" with social worlds (Brown, 2020), a comprehensive understanding of work-related identities offers the clarity of influential factors on individuals' motivation and performance (Kira & Balkin, 2014;Pearson, et al., 2012). For instance, some studies (e.g., Ménard & Brunet, 2011) have confirmed that individuals' true understanding the meaning and value of their work (i.e., authenticity of their professional identity) is positively related to job satisfaction and work performance. The present study makes a distinctive contribution to coaches' identity development as we focus on aspects of freelancing and contracting employment relationships with the organization in coaches' identity work process. ...
This study responds to a recent call on coaches' professional identity work through a socially contextualised lens. Coaches, as the freelancer, encounter complex working relationships with clients due to multiple contracting entities; yet coaches' identity work has been neglected in the extant training and development courses. A total of 36 semi‐structured interviews with coaches and relational others (e.g., coachees and organisational stakeholders) were conducted to understand how coaches develop professional identity as part of their career development in responding to interactions with relational others. The research findings identify that learning facilitator is the core identity of coaches regardless of varied stages of the coaching process. Three layers of sub‐identity are distinguished for them to handle a multi‐level working relationship with clients. Coaches often ‘travel’ in‐and‐out between layers of these sub‐identities to incorporate micro‐personal career interests, meso coaching dyadic working relationships and the macro‐level organisational scope into their identity development and negotiation. Accordingly, coaches' learning agility is required to remain identity flexibility for coping with varied coaching scenarios. This study outlines a conceptual framework which illustrates coaches' identity work as a conscious cognitive learning process embedded social and psychological exchanges. This framework offers coaching professional development courses a groundwork to facilitate coaches' identity development.
... Seminal work by Ménard and Brunet (2011) highlights the value of authenticity at work as a way of advancing employee wellbeing. The body of research linking authenticity to various types of wellbeing in the workplace is growing and signifies the essential role thereof in coping with challenging or difficult work circumstances (Ariza-Montes et al., 2019; Sutton, 2020). ...
This special issue explores women in various situations and contexts. We aim to demonstrate, through the various articles, the different ways in which women encounter, experience, and cope with stressful and challenging environments and events in various spheres of different societies. The articles collected here demonstrate how these experiences contribute to women’s distress, on the one hand, and to their growth, resilience, and leadership, on the other. These articles examine populations from many parts of the world, including China, India, Japan, Latin America, South Africa, Israel, Poland, and Spain, and describe studies based on different research methods. Ten of these studies were qualitative, seven were quantitative, and two were interpretive.
The papers address themes such as employment (five articles),
motherhood (five articles), armed conflict (three articles), and
romantic partnership (two articles). Other articles in this issue
concern attitudes toward lesbians, excluded young women, and
the coping of an extraordinary woman.
... When people are guided by their personal values, they have more positive and stable self-views because they are rooted in their true self, so that they are no longer vulnerable to criticism, which can distract from effective functioning (Kernis & Goldman, 2006). In support of this, research has documented authenticity's many benefits, including an enhanced sense of meaning in life and greater levels of subjective well-being and life satisfaction (e.g., Kifer, Heller, Perunovic, & Galinsky, 2013;M enard & Brunet, 2011). A third theoretical approach, adopted in the entrepreneurship literature (e.g., O'Neil et al., 2022), links authenticity with personal identity verification (Burke & Stets, 2009). ...
Entrepreneurship education can provide a space for exploring one’s authentic self. To investigate this, we employed thematic narrative analysis of qualitative data from an extreme sample: women survivors of violence. At the outset, the women storied that their sense of self was destabilized, yet, through the program, they began to understand and accept the self, believe in their own agency, and experienced a newfound vitality for their
ventures and life. These conditions were amplified by the high-quality connections the women forged with one another, their mentors, and other actors associated with the program. We identify three different types of authentic endeavors—lived experience, reflected image, and rewritten meanings—that ultimately enabled the women to reflect their true selves in the ventures they created. This study extends prior research on authenticity by identifying the diverse ways in which authentic endeavors become manifest in entrepreneurial activities. We contribute to research on management education by explicating the program components and mechanisms that enable this to occur.
... The culmination of empirical studies and scholarly literature has resulted in authenticity's widely noted benefits and outcomes (Emmerich & Rigotti, 2017;Gardner & Prasad, 2022). Benefits of authenticity in the workplace include an increase in workers' subjective well-being, positive affect, productivity, and organizational effectiveness; and less burnout, stress, negative affect, and symptoms of physical illness (Emmerich & Rigotti, 2017;Ménard & Brunet, 2011;Metin et al., 2016;Reis et al., 2017;Schmader & Sedikides, 2018;van den Bosch & Taris, 2014;Zhang et al., 2019). Beyond the benefits to the individual, the benefits of authenticity in the workplace for organizations may include attracting top talent, advancing competitive advantage, and enhancing sustainability in today's fast-paced global marketplace (Lambert, 2016;Longarino, 2019;Pichler et al., 2017). ...
The ability for workers to be authentic in the workplace benefits individuals and organizations alike. However, empirical studies examining the influences of employees’ satisfaction with a supervisor and authenticity are limited, especially for employees with identities such as LGBTQIA. Therefore, this exploratory study aimed to investigate state-based versus trait-based perceived work authenticity, satisfaction with a supervisor, and the influence of sexual orientation and gender identity within one Fortune 50 company in the United States. In addition, differences in perceived authenticity and satisfaction with a supervisor were assessed by dividing participants into two groups—one as LGBTQIA and the second as cisgender and heterosexual. Quantitative data was collected with a cross-sectional online survey assessing work authenticity, satisfaction with one’s supervisor, and demographic questions. The analysis and empirical tests included descriptive statistics, Pearson correlation, independent t-tests, and general linear models. Findings from this research study indicated that authenticity correlates to satisfaction with one’s supervisor, and workers who identify as LGBTQIA report lower levels of authenticity, especially in self-alienation. Recommendations are provided regarding future research and improved organizational and human resource management practices for an authentic workforce or diversity and inclusion. Keywords: authenticity, work authenticity, well-being, Independent Authenticity Measure at Work, self-determination theory, Satisfaction with My Supervisor Scale, human resource practices, sexual orientation, gender identity, LGBTQIA, silent identity, workplace identity, diversity, inclusion
... Authentic and effective employer branding (internal and external) supports such important on the labor market factors determining the success in employment as employee retention (Cable et al., 2013), well-being (Ménard & Brunet, 2011), leadership effectiveness (Avolio & Gardner, 2005), and opportunities for career development (Ahmad et al., 2020;Craddock, 2004;Svejenova, 2005) -all these factors increase attractiveness of corporations as a potential employers. ...
Thanks to the remarkable ability of intellectual capital creation, knowledge workers are a potent group in the network economy reality, significantly contributing to value creation for organizations, corporations, and entire societies.
Therefore, personal brands of knowledge workers are their precious assets enabling to strengthen knowledge workers’ positions on the labor market reflected in their employability. This chapter delivers an empirical of it.
... Authentic and effective employer branding (internal and external) supports such important on the labor market factors determining the success in employment as employee retention (Cable et al., 2013), well-being (Ménard & Brunet, 2011), leadership effectiveness (Avolio & Gardner, 2005), and opportunities for career development (Ahmad et al., 2020;Craddock, 2004;Svejenova, 2005) -all these factors increase attractiveness of corporations as a potential employers. ...
Knowledge workers are representatives of the creative class (Florida, 2002), which is a strongly dominated group involved in any value creation processes today by operating with creative thinking as a key skill and knowledge as a key resource. Briefly, “knowledge worker” status concerns positions where professional
knowledge is a tool and a result of somebody’s work (input and output of someone’s working processes). Knowledge workers analyze and apply existing knowledge at work (explicit), as well as create new knowledge (tacit) based on their personal abilities, for example, higher-level intelligence, creativity, and smooth social interaction with others to create value. To do so efficiently, they
constantly search for and acquire knowledge. Knowledge acquisition takes place, thanks to learning – consciously and unconsciously. Knowledge workers in their perfect version constantly learn, unlearn, and re-learn. They create, transform,
and disseminate knowledge and even hide it sometimes, constantly believing that this hiding act also creates value. They constantly drive intellectual growth by the knowledge-driven evolution or revolution of existing orders and by questioning
the existing status quos that altogether always strongly happen in the social context. Therefore, knowledge workers are in the center of the temporary economy today as main value producers. Their power is rooted in their ability to intellectual capital creation (Kucharska, 2021a, 2021b, 2021c).
... Seminal work by Ménard and Brunet (2011) highlights the value of authenticity at work as a way of advancing employee wellbeing. The body of research linking authenticity to various types of wellbeing in the workplace is growing and signifies the essential role thereof in coping with challenging or difficult work circumstances (Ariza-Montes et al., 2019;Sutton, 2020). ...
Law enforcement poses a difficult work environment. Employees’ wellbeing is uniquely taxed in coping with daily violent, aggressive and hostile encounters. These challenges are compounded for women, because law enforcement remains to be a male-dominated occupational context. Yet, many women in law enforcement display resilience and succeed in maintaining a satisfying career. This study explores the experience of being authentic from a best-self perspective, for women with successful careers in the South African police and traffic law enforcement services. Authenticity research substantiates a clear link between feeling authentic and experiencing psychological wellbeing. The theoretical assumption on which the study is based holds that being authentic relates to a sense of best-self and enables constructive coping and adjustment in a challenging work environment. A qualitative study was conducted on a purposive sample of 12 women, comprising 6 police officers and 6 traffic officers from the Western Cape province in South Africa. Data were gathered through narrative interviews focussing on experiences of best-self and were analysed using interpretive phenomenological analysis. During the interviews, participants predominantly described feeling authentic in response to work-related events of a conflictual and challenging nature. Four themes were constructed from the data to describe authenticity from a best-self perspective for women in the study. These themes denote that the participating women in law enforcement, express feeling authentic when they present with a mature sense of self, feel spiritually congruent and grounded, experience self-actualisation in the work–role and realign to a positive way of being. Women should be empowered towards authenticity in their world of work, by helping them to acquire the best-self characteristics needed for developing authenticity.
... Authenticity and integrity can also have a motivating effect in generating happiness (Meyer and Parfyonova, 2010). These values guide behaviour towards successful experiences in the search for happiness (Ménard, and Brunet, 2011;Schwartz, 2007). Aligned with the influence of monetarist culture at companies, van Hoorn, (2017) shows how that culture influences the employees' self-enhancement and transcendence values. ...
Purpose
A model is proposed to develop happiness in the banking sector based on an improvement in the spirituality of employees.
Design/methodology/approach
Following the Schwartz’s model for behavioural transformation, a new path has been proposed based on the development of the transcendent vision of work. The data obtained were analysed using the partial least squares-structural equation modeling (SEM) method.
Findings
Contrary to the widespread idea that happiness is orientated towards the enjoyment of goods, bank employees prefer to develop spiritual values and resources that allow them to respond adequately to massive layoffs and pressures at work.
Research limitations/implications
The bank employees’ schedules made it difficult to organise group sessions. Multiple sessions prevented us all from interacting.
Practical implications
It is established a training strategy for the pursuit of happiness, to propose an engine for actions orientated towards happiness and to introduce transcendence and spirituality as requirements for finding happiness during daily work.
Social implications
There is a need to return to traditional values and principles in daily work. This will have a positive effect on communities and society.
Originality/value
A new concept has been coined: spiritual resources. This new variable can help to combat adversity by exploring the meaning of transcendence at work.
... The freedom to be authentic and to display one's true identity has been shown to improve work-related outcomes such as job satisfaction and well-being at work (e.g., Martinez et al., 2017;Ménard & Brunet, 2011). As previously discussed, motherscholars often conceal or are encouraged to de-emphasize their identity as a mother in the workplace; however, the pandemic has limited the extent to which this identity can be kept separate from professional identity. ...
The COVID-19 global pandemic has highlighted and exacerbated existing gender-based inequities in the workforce. A research collective developed by academic mothers with young children (“motherscholars”) emerged as a solution to address some of the constraints particularly faced by mothers in academia. The Motherscholar Collective was formed to research the effects of the pandemic on the work and personal lives of academic mothers with young children. Focus group interviews of participants explored how the Motherscholar Collective has provided relief from the sources of threat generated and amplified by the pandemic. Findings showed that participation in the Collective was transformative. Key themes, including flexibility, collaboration, validation, and empowerment, reflect how the Collective contributed to motherscholars' sense of authenticity as scholars by facilitating a harmonious integration of their professional and personal identities. The resulting implications for academic workplaces suggest opportunities for institutional improvement toward the end of transformational empowerment for motherscholars in academia.
... Emotions and emotional regulation have been discussed as a common thread that connects both (Adler & Matthews, 1994). Research offers evidence that supports this claim insofar that authenticity and displaying authentic emotions is beneficial for both psychological and physical health, while suppressing felt emotions is harmful (Appleton et al., 2013;Cloitre et al., 2019;Grandey, 2003;Ménard & Brunet, 2011). Consequently, we regard PCA as positively related to employees' health. ...
... The embodiment of those values not only gives rise to authenticity and integrity at work (Meyer and Parfyonova, 2010) but also guides behaviour towards successful experiences at work (Schwartz, 2007;Ménard and Brunet, 2011). Furthermore, it helps to cultivate hope for what is to come (Anandarajah and Hight, 2001), as well as gratitude to any opportunity to combat any adversity (Wood et al., 2010). ...
Stress at work motivated by pressures and labour control can alter the behaviour of workers. Since the 2008 economic crisis, banking in Spain has suffered a series of massive lay-offs to adjust to the new market situation. This new financial restructuring has meant greater labour pressure to achieve the required results. Faced with this adversity, employees have experienced greater stress at work. This work analyses the effect of reinforcing employees’ spiritual dimension to transcend and correctly manage work pressure and stress at work. In so doing, 601 employees from 294 financial entities of five large IBEX banks participated in this pilot project. Through a participatory methodology based on a review of the literature, the study indicators have been delimited. The data obtained have been treated using the SEM-PLS method. The results propose the incorporation of a series of tools to reinforce values and transcendent employee behaviour.
... Authenticity revolves around higher-order psychological needs and the desire to fulfill them by taking either positive or negative actions. Indeed, expressing an authentic self is one such psychological need that can lead to higher well-being (Ménard & Brunet, 2011), workplace engagement (Reis et al., 2016), and career satisfaction (Matsuo, 2020). Authenticity evaluates to what degree individuals behave in congruence with their core values. ...
Employees can be authentic at work only if they work within an organization, where they can freely behave in line with their core values. Over the last four decades, adherence to Islamic rules became a necessity in Iran’s organizational environment. As a result, Iranian employees, especially women, continuously fail to enact their non-religious identity at work. Drawing on identity theory and social identity theory, this study examines the religious-based identity threat experienced by Iranian women and its effect on women’s authenticity at work. We surveyed 177 Iranian women and examined a moderated mediation model. We predicted that accepting external influence as an individual trait moderates the mediating effect of authenticity at work on the association between religious-based identity threat and two organizational outcomes: turnover intentions and job satisfaction. Our findings show that female employees’ perception of religious-based identity threat driven by their organization’s religious rules, policies, and norms prevents them from expressing their authentic core values, resulting in increased turnover intention and decreased job satisfaction. We discuss managerial implications, limitations, and opportunities for future research.
Bu araştırmada, üniversite öğrencilerinin romantik ilişki durumuna göre otantiklik, öz duyarlılık ve psikolojik iyi oluş düzeylerinin incelenmesi amaçlanmıştır. Araştırmanın katılımcı grubunu Konya’da bulunan iki devlet ve bir özel üniversitede lisans eğitimlerine devam etmekte olan 346 kadın 151 erkek olmak üzere toplam 451 katılımcı oluşturmuştur. Katılımcıların yaş ortalaması 21’dir. Verilerin analizinde betimsel istatistikler, bağımsız örneklem için t-testi, Mann Whitney-U testi, ANOVA, Pearson Kolerasyon Analizi ve regresyon analizi kullanılmıştır. Araştırmanın sonuçlarına göre üniversite öğrencilerinde otantiklik ve psikolojik iyi oluşun cinsiyete göre anlamlı farklılık gösterdiği, öz duyarlılığın ise cinsiyete göre anlamlı bir farklılık göstermediği görülmektedir. Romantik ilişki durumuna göre göre öz duyarlılık anlamlı bir farklılık göstermezken, otantiklik ve psikolojik iyi oluş anlamlı bir farklılık göstermiştir. Otantiklik, öz duyarlılık ve psikolojik iyi oluşun romantik ilişki statüsüne göre anlamlı şekilde farklılaştığı bulunmuştur. Romantik ilişkinin süresine göre öz duyarlılık ve psikolojik iyi oluş anlamlı bir farklılık göstermezken, otantiklik anlamlı bir farklılık göstermiştir. Romantik ilişkisi olan ve olmayan üniversite öğrencileri için otantiklik, öz duyarlılık ve psikolojik iyi oluş değişkenleri arasında pozitif yönde bir ilişki olduğu görülmüştür. Romantik ilişkisi olan ve olmayan üniversite öğrencilerinde otantiklik ve öz duyarlılığın psikolojik iyi oluşu pozitif yönde anlamlı olarak yordadığı görülmektedir.
Bu kitap Öğretmen Adaylarının Fiziksel Aktiviteye Katılımlarının Özgünlük ve Psikolojik Sağlamlık İle İlişkisinin İncelenmesi amacıyla üretilmiştir.
The aim of this study is to analyze the effect of self-differentiation on trait anxiety and authenticity in university students. The sample consists of students studying in different departments of a state university. “Differentiation of Self Inventory—Short Form (DSI-SF) was used to measure self-differentiation levels; “Trait Anxiety Scale” was used to measure trait anxiety levels; and “Authenticity Scale” was used to measure the authenticity levels of university students. The results obtained were analyzed both with SPSS and AMOS programs. The correlation between variables was observed with SPSS analysis. PROCESS (Model 4) Macro in SPSS was used to analyze the mediating effect of trait anxiety in the relationship between self-differentiation and authenticity. The results obtained were discussed in light of the literature.
Research is increasingly demonstrating that authenticity and human connection are fundamental and interrelated human needs. However, organizational roles often constrain authenticity and connection in workplace interactions, especially roles that are highly scripted. People want to feel authentic and connected at work, but they also need to adhere to role expectations. Organizational role scholars have long explored how roles cause feelings of inauthenticity, and more recently, the conditions that promote authenticity. We have limited understanding of how people approach being authentic in their roles without compromising or deviating from rigid role demands. To explore this, I conducted an inductive, qualitative study of six community theater productions, a context where roles are rigidly scripted, yet where actors strive to “live truthfully” within their fictional roles. I find that actors and directors work together to cultivate authentic interrelating in their roles, characterized by the combination of personal engagement and interpersonal attunement. This process involves engaging in different forms of play to move from mechanically learning their roles, to crafting personalized intentions, to ultimately transcending their roles, gradually increasing in vulnerability and responsiveness until they are able to experience authentic interrelating in their roles.
To be authentic is to be oneself, needs, true and original, to be aware of one's identity, to act in accordance with values, needs and desires, which naturally contributes to quality of life. Well-being is a universal life goal and one of the most important strategic priorities and human resource trends in organizations today. A large part of people's lives is spent at work, which today is characterized by uncertainty, competitiveness, and stress, so it is in the interest of organizations to contribute authentic expressions in their employees, making them feel better and thus more productive, while attracting new talents who value authenticity at work as a psychological benefit. The aim of the research is to explore personnel’ authenticity in the workplace in relation to burnout and well-being and to develop proposals to human resource managers and managers for enhancing personnel’ authenticity and well-being and reducing burnout. Three research questions: Are there correlations between personnel' authenticity in the workplace, burnout, and well-being; Are there differences in variables between age groups, by organization size, between seniority groups and different types of work models; Does authenticity in the workplace affect burnout and well-being. The following methods were used: Relational Authenticity Questionnaire; Maslach Burnout Inventory – General Survey; Index of Psychological Well-Being at Work; two open questions created by the authors of the study and socio-demographic survey. Based on the results, it was found that there are correlations between variables, namely, a positive relationship between relational authenticity and well-being and a negative – between both exhaustion and cynicism burnout subscales. There are differences in variables between age groups, seniority groups and different types of work models, and the impact of authenticity on both burnout and well-being was found. Results help to draw the attention of employers to promotion of authenticity as a tool for enhancing well-being and preventing burnout, proposals can be used for aforementioned purposes in organizations.
Purpose
The purpose of the paper is to delve into innovation and happiness management linked to the definition of transcendence at work. The paper analyses in the context of innovation and happiness management the relation of the three dimensions taken from Khari and Sinha (2020: Sense of we-ness, self-connectedness and work as a service. The paper also proposed indicators to applied transcendence and moral competencies to the banking sector guiding behaviour toward successful experiences at work as an antecedent of both, transcendence and employees´ performance.
Design/methodology/approach
The article starts with a VOSviewer-based bibliometric analysis to examine the recent development of happiness management as an emergent topic of research. A co-word analysis served to identify that the main research theme related to the topic is transcendence at work. The theoretical framework serves for developing a conceptual model that is analysed by taking structural equations modelling (SEM) as the method and partial least squares (PLS) as the technique. To test the hypotheses, the authors employed a sample of 354 employees from the main banks in Spain in 2021 (Santander, Banco Bilbao Vizcaya Argentaria (BBVA), CaixaBank, Bankia and Sabadell).
Findings
The results confirm that Innovation and happiness management is related to moral competencies, which refer to the set of knowledge, skills and abilities that facilitate ethical behaviour in the banking sector. Innovation and happiness management include individual attributes for good performance in each job; this research is in line with the prominent call in the literature to consider moral competencies in human resources management.
Originality/value
Originality lies on the answer of the question: what is the role of employee transcendence in the turbulent banking sector today? This paper seeks to approach and measure the relation of innovation, happiness and transcendence at work, Transcendence at work often arises when individuals connect their work to a higher purpose or mission, that connection is based on the idea that any effort to improve any of these three attributes provides successful solutions for the complex banking sector's performance.
Purpose
Supplier codes of conduct (CoC) are the primary mechanism companies use to drive corporate social responsibility (CSR) upstream in their supply chains. Companies have traditionally used CoC to tackle systemic social issues (e.g. forced labor, wages and working conditions). More recently, CoC have included environmental concerns (e.g. waste treatment, toxic chemicals and pollution). The purpose of this paper is to analyze how companies have evolved their CoC across four points in time between 1999 and 2017. By evaluating changes in the scope, depth and possible regime of sanctions included in CoC, the authors consider whether companies use CoC as either a leveling or a differentiating mechanism.
Design/methodology/approach
The authors employ a competing-theories approach to examine how companies have employed CoC. Specifically, the authors examine the content of CoC between four data points: 1999, 2005, 2010 and 2017 to determine whether CoC are used to maintain comparative parity (institutional theory) or to achieve a distinctive market presence (awareness–motivation–capability (AMC) framework). The sample includes 36 transnational companies. To enable replication, the authors maintained consistent sampling and coding procedures across the four time periods.
Findings
The authors find a significant harmonization and standardization of CoC over time. Alignment occurs at the lower end of acceptable norms – i.e. a lowest-common-denominator approach. Companies have not chosen to take a more aspirational approach that involves raising the bar on social and environmental performance. That is, companies have not attempted to use CoC to differentiate themselves as CSR standard bearers. Provision specificity dropped for the 2010 sample before rebounding in 2017.
Originality/value
The authors juxtapose the findings with a theoretical framework based on the tenets of institutional theory and the AMC framework. The authors conclude that changes in CoC are largely driven by coercive, normative and mimetic isomorphism as opposed to attempts to leverage CoC to create a distinctive image that could be used for competitive advantage. This finding provides context for how the public, investors and managers should view these documents.
This study aims to explain the reflections on e-learning by presenting a perspective on the use of metaverse in educational environments. In this direction, the word metaverse is explained, the current situation is examined and the reflection of metaverse based education on e-learning is discussed.
Thinking skills may be instruments for meaningful learning and academic achievement (Akınoğlu & Karsantık, 2016). Also, they are indispensable components of 21st century competencies (Bayrak Özmutlu, 2020; P21 Framework, 2009) and workforce (Dilekli & Tezci, 2016). Current policies in Turkey emphasize developing students’ thinking skills; however, the problem that Beyer (1984) highlighted long ago still exists in the educational policies. That is, they do not specify and define what thinking is and set its indicators. For example, it may not be clear what higher order thinking skills are for some practitioners. There are also some inconsistencies in different documents. For example, the basic law of national education highlights scientific thinking while teacher competencies framework underlines analytical thinking. The curriculum, on the other hand, highlights metacognitive skills. These divergencies might be tolerated only when teachers are knowledgeable about various forms of thinking and prepared to teach thinking skills.
The role of teachers develop students’ thinking is crucial (Dilekli & Tezci, 2016). They indeed, need to know about thinking skills and how to teach those skills. Those teachers are also aware of the difficulties that students may experience; therefore, they should know methods to still enable students become thinkers (Akınoğlu & Karsantık, 2016). However, a literature review for Turkish pre-service teachers’ perceptions, experiences, or proficiency with thinking skills between 2019-2022 revealed a lack of research. Indeed, this resonated what Dilekli and Tezci (2016) argued previously. They stated that research on thinking skills is limited in Middle East (Dilekli & Tezci, 2016). There were few studies done before 2018 (e.g., Akınoğlu & Karsantık, 2016; Dilekli & Tezci, 2016) and they highlighted that pre-service might not feel competent with thinking skills and teaching them.
In relation, an analysis of teacher education programs offered by the Higher Education Council was conducted and it revealed that the program does not offer much for pre-service teachers’ explicit practices of thinking skills or teaching thinking skills (Yüksek Öğretim Kurumu, 2018). There is one elective course on thinking skills: analytical and critical thinking skills. However, this class may not be available for all pre-service teachers at different departments and universities. Also, this class may not focus on teaching analytical and critical thinking skills. Moreover, while the programs offer some must courses (i.e., philosophy of education, language skills on the first year) whose descriptions highlight thinking, pre-service teachers might practice various forms of thinking if only tasks are offered by the faculty. Finally, there is another elective course (i.e., history and philosophy of science) where the content might focus on various schools of thought.
Moreover, national curriculum and materials (i.e., books) may present potentials for thinking skills. However, few research was conducted on the analysis of coursebooks or curriculum, i.e., English and Turkish language materials. Yüce and Emir (2020) found that activities and expressions presented in the 8th grade English language book may run the risk to support a culture of thinking. Similarly, the Turkish language curriculum (Bayrak Özmutlu, 2020) and textbooks (Karadağ & Tekercioglu, 2019) are limited regarding thinking skills.
The scarcity of opportunities regarding thinking or thinking education may relate to the socio-cultural elements of the context. Thinking might be impacted by the social signs (Vygotsky, 1978) and individuals tend to employ the cognitive tools of their social environment (Sternberg, 1997). Thinking is, indeed, a social construct and children internalize many of the observed attributes (Sternberg, 1997). In this sense, thinking may also reflect cultural reminiscences (Özer, 2016). In his thematic analysis, Özer (2016) found that Turkish proverbs that relate to thinking may reflect it as a negative or problematic concept.
This research employed a qualitative methodology: phenomenology. Phenomenological research focuses on the meaning of experiences and it “seeks to describe the essence of a phenomenon by exploring it from the perspective of those who have experienced it” (Neubauer et al., 2019, p.91). As this study aims to describe participants’ experiences of thinking and social reactions to their thinking, Husserlian phenomenology was employed. In this sense, this study will answer the following question:
What are the lived experiences of pre-service teachers when they said, “I am thinking”?
To understand their experiences, what thinking is for pre-service teachers, and which proverbs pre-service teachers remember hearing the word “thinking” was also investigated, respectively.
Data were collected via focus group interviews. The interviews began with a social conversation and participants were informed to feel free to communicate their experiences. Seven focus group interviews of 5 to 7 participants were conducted. Each interview lasted around 17-22 minutes. During the interviews, participants described (1) thinking, (2) talk about the reactions they got when they say, “I am thinking”, and (3) state the proverbs when they hear the word “thinking”. I collected data till saturation was reached (30- to 90 min.; Mapp, 2008) and then, data were transcribed verbatim.
To analyze the data, I employed bracketing (Neubauer et al., 2019; Wilson, 2015; Yüksel & Yıldırım, 2015). Then, I did a phenomenological reduction of the raw data to clear out all elements that are not directly related to the experience (Yüksel & Yıldırım, 2015). At this stage, horizons (codes, units of meaning) that represent the textural description of the phenomenon (Neubauer et al., 2019) were created. Then, I analyzed data for structural themes that Moustakas (1994) called imaginative variation. During the task of imaginative variation, a researcher seeks meaning by employing polarities. Following these procedures, data were synthesized to describe the reactions to thinking. To ensure validity, bracketing, member check (Neubauer et al., 2019), and analyzing the data at two different intervals was used.
Participants (N=42) came from a state university on the west coast of Turkey. They studied at the department of English Language Teaching. They were 18-32 years old. Those participants were invited to the study via convenience sampling method and the ones who had no hesitation of sharing previous experiences were purposefully recruited for data collection. The sample was composed of freshman, sophomore, and juniors.
Participants’ definitions of thinking were analyzed in two; the nature and functions of thinking. Individual and universal characteristics as well as various skills were identified for the nature and functions of thinking, respectively.
There were 56 responses for the reactions of thinking, and these were categorized into three: positive, negative, and neutral. 80% of them were negative reactions. These negative reactions highlight that thinking occurs when there is a problem ,thinking takes too much time, thinking makes one vulnerable to the personal attacks, others may be indifferent to thinking, actions matter rather than thinking. Neutral reactions (8%) simply focused on the stimuli or the object of thinking and the other party asks the thinker about it. On the other hand, positive reactions (12%) focused on sharing the ideas; however, they assume that the thinker has a problem, and the listener is there to support him/her.
Participants also highlighted fourteen Turkish proverbs or idioms. 2 were positive and they were related to being smart. Neutral (N=5) reactions pertained to that thinking takes time. Half of the proverbs or idioms highlighted negative connotations. These were related to having a problem or bad intentions and spending too much time for thinking.
Personal Branding in the Knowledge Economy: The Interrelationship between Corporate and Employee Brands aims to contribute to the academic debate about the marketization of individuals' knowledge, creativity, and personal images, alongside a growing interest in the whole area of branding in the networked economy based on knowledge.
This article reviews the individual and organizational implications of gig work using the emerging psychological contract between gig workers and employing organizations as a lens. We first examine extant definitions of gig work and provide a conceptually clear definition. We then outline why both organizations and individuals may prefer gig work, offer an in-depth analysis of the ways in which the traditional psychological contract has been altered for both organizations and gig workers, and detail the impact of that new contract on gig workers. Specifically, organizations deconstruct jobs into standardized tasks and gig workers adapt by engaging in job crafting and work identity management. Second, organizational recruitment of gig workers alters the level and type of commitment gig workers feel toward an employing organization. Third, organizations use a variety of nontraditional practices to manage gig workers (e.g., including by digital algorithms) and gig workers adapt by balancing autonomy and dependence. Fourth, compensation tends to be project-based and typically lacks benefits, causing gig workers to learn to be a “jack-of-all-trades” and learn to deal with pay volatility. Fifth, organizational training of gig workers is limited, and they adapt by engaging in self-development. Sixth, gig workers develop alternative professional and social relationships to work in blended teams assembled by organizations and/or adapt to social isolation. Challenges associated with these practices and possible solutions are discussed, and we develop propositions for testing in future research. Finally, we highlight specific areas for further exploration in future research.
Otantik yaşam, alan yazında bireyin kendi yaşamındaki kendi gerçek benliğine uygun şekilde hareket etme yeteneği olarak açıklanmaktadır. Otantik yaşam kavramı, birey için motivasyon kaynağı olmasının yanında bireyin özel yaşamı ve iş yaşamındaki ilişkisiyle son zamanlarda büyük ilgi gören kavramlardan biri olmuştur. Bu araştırmada Denizli’de sağlık sektöründe çalışanların otantik yaşam düzeylerinin kariyer tatmini, bağlamsal performans ve iş tatmini üzerinde etkisi olup olmadığını; ayrıca işe adanmışlığın otantik yaşam ile söz konusu bağımlı değişkenler arasında aracı rolünün olup olmadığını ortaya koymak amaçlanmıştır. Toplam 254 sağlık çalışanından çevrimiçi anket formları aracılığıyla toplanan veriler yapısal eşitlik modeli ile analiz edilmiştir. Araştırma sonunda elde edilen bulgulara göre otantik yaşamın kariyer tatmini, bağlamsal performans ve iş tatmini üzerinde pozitif yönde ve anlamlı etkisinin olduğunu; ayrıca işe adanmışlığın otantik yaşam ile söz konusu bağımlı değişkenler arasında aracılık rolü üstlendiği sonucuna ulaşılmıştır.
An integrative model of the conative process, which has important ramifications for psychological need satisfaction and hence for individuals’ well-being, is presented. The self-concordance of goals (i.e., their consistency with the person’s developing interests and core values) plays a dual role in the model. First, those pursuing self-concordant goals put more sustained effort into achieving those goals and thus are more likely to attain them. Second, those who attain self-concordant goals reap greater well-being benefits from their attainment. Attainment-to-well-being effects are mediated by need satisfaction, i.e., daily activity-based experiences of autonomy, competence, and relatedness that accumulate during the period of striving. The model is shown to provide a satisfactory fit to 3 longitudinal data sets and to be independent of the effects of self-efficacy, implementation intentions, avoidance framing, and life skills.
The performance of five methods for determining the number of components to retain (Horn's parallel analysis, Velicer's minimum average partial [MAP], Cattell's scree test, Bartlett's chi-square test, and Kaiser's eigenvalue greater than 1.0 rule) was investigated across seven systematically varied conditions (sample size, number of variables, number of components, component saturation, equal or unequal numbers of variables per component, and the presence or absence of unique and complex variables). We generated five sample correlation matrices at each of two sample sizes from the 48 known population correlation matrices representing six levels of component pattern complexity. The performance of the parallel analysis and MAP methods was generally the best across all situations. The scree test was generally accurate but variable. Bartlett's chi-square test was less accurate and more variable than the scree test. Kaiser's method tended to severely overestimate the number of components. We discuss recommendations concerning the conditions under which each of the methods are accurate, along with the most effective and useful methods combinations.
Translating questionnaires for cross-cultural research is fraught with methodological pitfalls that threaten research validity. Some flaws are difficult to detect, leading to the erroneous conclusion that cultural differences are substantive when, in fact, they stem from semantic inconsistencies. We describe the process of translation and validation of the Hebrew version of an American questionnaire for cross-cultural comparisons of medical students' attitudes toward preventive medical services. The results provide evidence to support the validity of the Hebrew instrument for cross-cultural comparisons. Although it is always possible to contend that differences in cross-cultural comparisons result from metiodological flaws rather than actual differences, we believe that the arduous step-by-step process of validation described here reduces that possibility to an acceptable minimum.
A variety of conceptualizations of authenticity exist, ranging from emphasizing actualization of "being needs" (Maslow, 1968) to engaging in self-determined behavior consistent with intrinsic organismic needs (Deci & Ryan, 2000). These conceptualizations are complemented by some empirical data indicating that authenticity is linked to greater psychological functioning and subjective well-being (Sheldon & Kasser, 1995). In this paper, we offer a new multicomponent conceptualization of authenticity and report initial findings obtained with our measure (Goldman & Kernis,
The primary objectives of this article are (a) to put forth an explicit operational formulation of positive human health that goes beyond prevailing "absence of illness" criteria; (b) to clarify that positive human health does not derive from extant medical considerations, which are not about wellness, but necessarily require a base in philosophical accounts of the "goods" in life; (c) to provoke a change of emphasis from strong tendencies to construe human health as exclusively about the mind or the body toward an integrated and positive spiral of mind-body influences; (d) to delineate possible physiological substrates of human flourishing and offer future directions for understanding the biology of positive health; and (e) to discuss implications of positive health for diverse scientific agendas (e.g., stress, class and health, work and family life) and for practice in health fields (e.g., training, health examinations, psychotherapy, and wellness intervention programs).
In this study, we explored the relation between romantic involvement status, actual/ideal self-discrepancy, and psychological well-being. We hypothesized that romantically involved individuals would report being closer to their ideal selves than would romantically uninvolved individuals. We also hypothesized that the reduced self-discrepancy reported by romantically involved individuals would be related to their experiencing higher levels of psychological well-being in comparison to romantically uninvolved individuals. Romantically involved and romantically uninvolved subjects rated their actual selves, closeness to their ideal selves, and psychological well-being. Results were consistent with both hypotheses. Although romantically involved and romantically uninvolved subjects did not differ in ratings of their actual selves, romantically involved subjects reported being significantly closer to their ideal selves. Furthermore, romantically involved subjects tended to report higher psychological well- being.
Reviews the literature since 1967 on subjective well-being (SWB [including happiness, life satisfaction, and positive affect]) in 3 areas: measurement, causal factors, and theory. Most measures of SWB correlate moderately with each other and have adequate temporal reliability and internal consistency; the global concept of happiness is being replaced with more specific and well-defined concepts, and measuring instruments are being developed with theoretical advances; multi-item scales are promising but need adequate testing. SWB is probably determined by a large number of factors that can be conceptualized at several levels of analysis, and it may be unrealistic to hope that a few variables will be of overwhelming importance. Several psychological theories related to happiness have been proposed; they include telic, pleasure and pain, activity, top–down vs bottom–up, associanistic, and judgment theories. It is suggested that there is a great need to more closely connect theory and research. (7 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)
introduce and elaborate upon a critical distinction between what [the authors] call "contingent" and "true" self-esteem / contingent self-esteem involves feelings of self-worth that are dependent on matching standards of excellence or expectations (i.e., ego involvement) / it is thought to be associated with various narcissistic and defensive processes that reveal less than optimal psychological well-being / true self-esteem is more solidly based and stable, and it reflects positive mental health / discuss how this distinction fits into [the authors'] well-known theory of self-determination / describe in detail various self-regulatory processes that are thought to promote either contingent or true self-esteem / discuss how these various self-regulatory processes are related to mental health, and . . . describe the social conditions that are thought to promote self-determination and the development of true self-esteem (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Reigning measures of psychological well-being have little theoretical grounding, despite an extensive literature on the contours of positive functioning. Aspects of well-being derived from this literature (i.e., self-acceptance, positive relations with others, autonomy, environmental mastery, purpose in life, and personal growth) were operationalized. Three hundred and twenty-one men and women, divided among young, middle-aged, and older adults, rated themselves on these measures along with six instruments prominent in earlier studies (i.e., affect balance, life satisfaction, self-esteem, morale, locus of control, depression). Results revealed that positive relations with others, autonomy, purpose in life, and personal growth were not strongly tied to prior assessment indexes, thereby supporting the claim that key aspects of positive functioning have not been represented in the empirical arena. Furthermore, age profiles revealed a more differentiated pattern of well-being than is evident in prior research. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Studied the validity of the Canadian-French version of a self-report instrument designed to measure global life satisfaction in 2 population groups. Human subjects: 871 male and female French-Canadian adults (mean age 18.93–21.34 yrs) (college and university students). 313 male and female French-Canadian old adults (mean age 76.34–76.70 yrs). The scores on the French version of the Satisfaction with Life Scale (1985) by E. Diener et al—a 5-item self-report scale—were analyzed statistically, using factorial analysis and the LISREL statistical software package (K. G. Joreskog and D. Sorbom, 1984). Psychometric properties and reliability and validity indices were determined and compared with those of the original English version. Norms for college students and elderly Ss are presented. (English abstract) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Aristotle's concept of eudaimonia and hedonic enjoyment constitute 2 philosophical conceptions of happiness. Two studies involving combined samples of undergraduate and graduate students (Study 1,
n = 209; Study 2,
n = 249) were undertaken to identify the convergent and divergent aspects of these constructs. As expected, there was a strong positive correlation between personal expressiveness (eudaimonia) and hedonic enjoyment. Analyses revealed significant differences between the 2 conceptions of happiness experienced in conjunction with activities for the variables of (1) opportunities for satisfaction, (2) strength of cognitive-affective components, (3) level of challenges, (4) level of skills, and (5) importance. It thus appears that the 2 conceptions of happiness are related but distinguishable and that personal expressiveness, but not hedonic enjoyment, is a signifier of success in the process of self-realization. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
We examined the organization of individual differences in pleasant affect, unpleasant affect, and six discrete emotions. We used several refinements over past studies: a) systematic sampling of emotions; b) control of measurement error through the use of latent traits; c) multiple methods for measuring affect; d) inclusion of only affects that are widely agreed to be emotions; e) a statistical definition of "independence"; and f) a focus on the frequency and duration of long-term affect. There was strong convergence between the two pleasant emotions (love and joy) and between the four unpleasant emotions (fear, anger, sadness, and shame). The results indicated, however, that individual differences in the discrete emotions cannot be reduced to positive and negative affect. The latent traits of pleasant and unpleasant affect were correlated –.44, and a two-factor model accounted for significantly more variance than a one-factor model. This finding indicates that long-term pleasant and unpleasant affect are not strictly orthogonal, but they are separable. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
In 2 studies, college students evidenced differing levels of the "Big-Five" traits in different roles, supporting social-contextualist assumptions regarding trait expression. Supporting organismic theories of personality, within-subject variations in the Big Five were predictable from variations in the degree of psychological authenticity felt in different roles. In addition, two concepts of self-integration or true selfhood were examined: 1 based on high consistency of trait profiles across roles (i.e., low-self-concept differentiation; E. M. Donahue, R. W. Robins, B. W. Roberts, & O. P. John, 1993) and 1 based on high mean levels of authenticity felt across roles. The 2 self-integration measures were found to be independent predictors of psychological and physical well-being indicating that both self-consistency and psychological authenticity are vital for organized functioning and health. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Exciting advances have been made in the study of psychological and subjective well-being. However, this literature has, curiously, had minimal impact on clinical/counseling practice or applied psychology, including counseling psychology--a subfield historically devoted to the concept of hygiology and the promotion of optimal human functioning. This article provides an overview and critique of various approaches to defining, conceptualizing, and studying well-being, including its correlates and presumed causes. Practical implications of the literature are considered. Provisional, integrative models of normative and restorative well-being are offered as vehicles for bridging the gap between basic research and practice. Suggestions are also offered for practice-friendly inquiry on well-being and for incorporating well-being as one ingredient of a multifaceted conception of mental health and positive adaptation. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Counseling psychologists often work with clients to increase their well-being as well as to decrease their distress. One important aspect of well-being, highlighted particularly in humanistic theories of the counseling process, is perceived meaning in life. However, poor measurement has hampered research on meaning in life. In 3 studies, evidence is provided for the internal consistency, temporal stability, factor structure, and validity of the Meaning in Life Questionnaire (MLQ), a new 10-item measure of the presence of, and the search for, meaning in life. A multitrait-multimethod matrix demonstrates the convergent and discriminant validity of the MLQ subscales across time and informants, in comparison with 2 other meaning scales. The MLQ offers several improvements over current meaning in life measures, including no item overlap with distress measures, a stable factor structure, better discriminant validity, a briefer format, and the ability to measure the search for meaning.
We sought to examine the concept of authentic leadership and discuss the influences of authenticity and authentic leadership on leader and follower eudaemonic well-being, as well as examine the processes through which these influences are realized. This was accomplished in four ways. First, we provide an ontological definition of authentic leadership, rooted in two distinct yet related philosophical approaches to human well-being: hedonism and eudaemonia. Second, we develop a multi-component model of authentic leadership based on recent theoretical developments in the area of authenticity. The resulting model consists of self-awareness, unbiased processing, authentic behavior/acting and authentic relational orientation. Third, we discuss the personal antecedents (leader characteristics) of authentic leadership as well as the outcomes of authentic leadership for both leaders and followers and examine the processes linking authentic leadership to its antecedents and outcomes. Fourth, we discuss the implications of this work for authentic leadership theory and then provide some practical implications for developing authentic leaders.
Investigated the performance of 5 methods for determining the number of components to retain—J. L. Horn's (see record 1965-13273-001 ) parallel analysis, W. F. Velicer's (see record 1977-00166-001 ) minimum average partial (MAP), R. B. Cattell's (see PA, Vol 41:969) scree test, M. S. Bartlett's (1950) chi-square test, and H. F. Kaiser's (see record 1960-06772-001 ) eigenvalue greater than 1 rule—across 7 systematically varied conditions (sample size, number of variables, number of components, component saturation, equal or unequal numbers of variables for each component, and the presence or absence of unique and complex variables). Five sample correlation matrices were generated at each of 2 sample sizes from the 48 known population correlation matrices representing 6 levels of component pattern complexity. Results indicate that the performance of the parallel analysis and MAP methods was generally the best across all situations; the scree test was generally accurate but variable; and Bartlett's chi-square test was less accurate and more variable than the scree test. Kaiser's method tended to severely overestimate the number of components. (65 ref)
And if by chance I wake at night and I ask you who I am, oh take me to the slaughterhouse I will wait there with the lamb. —Leonard CohenWhatever satisfies the soul is truth. —Walt WhitmanI prefer to be true to myself, even at the hazard of incurring the ridicule of others, rather than to be false, and to incur my own abhorrence. —Frederick DouglassIn this chapter, we present research and theory pertaining to our multicomponent perspective on authentic functioning. We begin with a historical account of various philosophical perspectives on authentic functioning and briefly review several past and contemporary psychological perspectives on authenticity. We then define and discuss our multicomponent conceptualization of authenticity and describe each of its components and their relationships to other constructs in the psychology literature. Next, we present an individual differences measure we have developed to assess dispositional authenticity and each of its components, and we report findings attesting to the adequacy of its psychometric properties. In addition, we present findings from a variety of studies we have conducted to examine how authenticity relates to diverse aspects of healthy psychological and interpersonal functioning. These studies pertain to a wide range of phenomena, including the following: verbal defensiveness, mindfulness, coping styles, self‐concept structure, social‐role functioning, goal pursuits, general well‐being, romantic relationships, parenting styles, and self‐esteem. Following this, we discuss potential downsides or costs for authentic functioning and describe some future directions for research on authenticity.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
A theoretical model of psychological well-being that encompasses 6 distinct dimensions of wellness (Autonomy, Environmental Mastery, Personal Growth, Positive Relations with Others, Purpose in Life, Self-Acceptance) was tested with data from a nationally representative sample of adults (N = 1,108), aged 25 and older, who participated in telephone interviews. Confirmatory factor analyses provided support for the proposed 6-factor model, with a single second-order super factor. The model was superior in fit over single-factor and other artifactual models. Age and sex differences on the various well-being dimensions replicated prior findings. Comparisons with other frequently used indicators (positive and negative affect, life satisfaction) demonstrated that the latter neglect key aspects of positive functioning emphasized in theories of health and well-being.
Coherence and congruence-based measures of personality integration were related to a variety of healthy personality characteristics. Functional coherence was defined as occurring when participants' "personal strivings" (R.A. Emmons, 1986) help bring about each other or help bring about higher level goals. Organismic congruence was defined as occurring when participants strive for self-determined reasons or when strivings help bring about intrinsic rather than extrinsic higher level goals. Study 1 found the integration measures were related to each other and to inventory measures of health and well-being. Study 2 showed that these goal integration measures were also related to role system integration and were prospective predictors of daily mood, vitality, and engagement in meaningful as opposed to distracting activities.
Personal Projects Analysis (B. R. Little, 1983) was adapted to examine relations between participants' appraisals of their goal characteristics and orthogonal happiness and meaning factors that emerged from factor analyses of diverse well-being measures. In two studies with 146 and 179 university students, goal efficacy was associated with happiness and goal integrity was associated with meaning. A new technique for classifying participants according to emergent identity themes is introduced. In both studies, identity-compensatory predictors of happiness were apparent. Agentic participants were happiest if their goals were supported by others, communal participants were happiest if their goals were fun, and hedonistic participants were happiest if their goals were being accomplished. The distinction between happiness and meaning is emphasized, and the tension between efficacy and integrity is discussed. Developmental implications are discussed with reference to results from archival data from a sample of senior managers.
Well-being is a complex construct that concerns optimal experience and functioning. Current research on well-being has been derived from two general perspectives: the hedonic approach, which focuses on happiness and defines well-being in terms of pleasure attainment and pain avoidance; and the eudaimonic approach, which focuses on meaning and self-realization and defines well-being in terms of the degree to which a person is fully functioning. These two views have given rise to different research foci and a body of knowledge that is in some areas divergent and in others complementary. New methodological developments concerning multilevel modeling and construct comparisons are also allowing researchers to formulate new questions for the field. This review considers research from both perspectives concerning the nature of well-being, its antecedents, and its stability across time and culture.
A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.
We hypothesized that semester goal attainment provides a route to short-term psychological growth. In an attempt to enhance this process, we randomly assigned participants to either a goal-training program or to a control condition. Although there were no main effects of program participation on later goal attainment, important interactions were found. Consistent with a "prepared to benefit" model, participants already high in goal-based measures of personality integration perceived the program as most useful and benefited the most from the program in terms of goal attainment. As a result, they became even more integrated and also increased in their levels of psychosocial well-being and vitality. Implications for theories of short-term growth and positive change are discussed, as is the unanswered question of how to help less-integrated persons grow.
I: Background.- 1. An Introduction.- 2. Conceptualizations of Intrinsic Motivation and Self-Determination.- II: Self-Determination Theory.- 3. Cognitive Evaluation Theory: Perceived Causality and Perceived Competence.- 4. Cognitive Evaluation Theory: Interpersonal Communication and Intrapersonal Regulation.- 5. Toward an Organismic Integration Theory: Motivation and Development.- 6. Causality Orientations Theory: Personality Influences on Motivation.- III: Alternative Approaches.- 7. Operant and Attributional Theories.- 8. Information-Processing Theories.- IV: Applications and Implications.- 9. Education.- 10. Psychotherapy.- 11. Work.- 12. Sports.- References.- Author Index.
Two studies examine the relations of self-complexity (Linville, 1987) and the authenticity of self-aspects to well being. Study 1 results show that self-complexity is largely unrelated to well being, whereas the authenticity of the self-aspects that constitute it is associated with greater well being. Study 2 uses a two-week, prospective design to replicate Linville's finding of a buffering effect of complexity on the negative outcomes associated with stressful events. In addition, study 2 results revealed either null or negative relations of complexity to well being, whereas the authenticity of self-aspects was again positively related to well being. The findings are discussed with respect to the meaning of self-complexity for personality functioning, and the importance of having one's self-aspects be authentic.
Cross-cultural studies are necessary for the complete development of theories in environmental research since no one culture contains all environmental conditions that can affect human behavior. Likewise, no one country contains all possible types of man-made changes of the physical environment, nor all of the man-made adaptations to natural conditions such as climate, noise, air quality, and potential hazards. In addition, many places in which environmental researchers might be asked to work are in parts of the world where “development” is seen as a necessity or at least a desideratum. These places are often in countries where empirical research is not a well-established entity, hence the necessity for importing advisers from other countries. Although frequently forgotten (Fahvar & Milton, 1972), environmental assessments prepared by such advisers should include analyses of how a development project will affect a culture and even the behavior of people for whom the project was designed.
Over and over, investigators have found self-esteem to be central in a broad network of constructs associated with motivation, performance, and well-being. Esteeming oneself—thinking well of oneself—has often been found to relate to more effective behavior and better adjustment than has low self-regard.
The literature on subjective well-being (SWB), including happiness, life satisfaction, and positive affect, is reviewed in three areas: measurement, causal factors, and theory. Psychometric data on single-item and multi-item subjective well-being scales are presented, and the measures are compared. Measuring various components of subjective well-being is discussed. In terms of causal influences, research findings on the demographic correlates of SWB are evaluated, as well as the findings on other influences such as health, social contact, activity, and personality. A number of theoretical approaches to happiness are presented and discussed: telic theories, associationistic models, activity theories, judgment approaches, and top-down versus bottom-up conceptions.
The authors investigated why some managers work extreme hours, defined as 61 or more hours per week. The authors tested explanations drawn from theories including the work-leisure tradeoff, work as an emotional respite, social contagion, and work as its own reward. In a demographically homogeneous sample of male managers, the best explanations for why some worked 61 or more hours per week were the financial and psychological rewards they received from doing so. The hypothesis derived from A. Hochschild's (1997) research that managers who work long hours seek relief at work from pressures at home was not supported. Findings in a small sample of managerial women were consistent with the work-leisure trade-off hypothesis, the social contagion hypothesis, and the work as its own reward hypothesis.
After summarizing the literature on the various models for the role of social support in the process of work stress, two studies are reported. In the first study, correlations between (1) social support and workplace stressors and (2) between social support and strains as well as (3) incrementalR2s across 68 studies, when the interaction term of stressors and support was added to the regression of strain on stressors and support, were meta-analytically cumulated. Potential moderators of these relationships were weak, suggesting the presence of three general constructs of stressors, strains, and social support. In the second study, the various models for the role of social support in the process of workplace stress were tested for the general constructs identified in the first study. Results indicated that social support had a threefold effect on work stressor–strain relations. Social support reduced the strains experienced, social support mitigated perceived stressors, and social support moderated the stressor–strain relationship. Evidence for mediational and suppressor effects of social support on the process of work stress was weak. In addition, the argument that social support is mobilized when stressors are encountered was not consistent with the available empirical evidence. A similar lack of support was found for the arguments that support is mobilized when strains are encountered and that support is provided when individuals are afflicted with strains.
Four types of relationships were proposed between job stress and performance: curvilinear/U-shaped, negative linear, positive linear, and no relationship between the two. Data were collected from middle managers (N = 227) and blue-collar workers (N = 283) employed in a large Canadian organization. Bivariate multiple regression and hierarchical multiple regression analyses generally supported the prevalence of a negative linear relationship between job stress and supervisory ratings of performance. Employees' organizational commitment significantly moderated over 50% of the relationships between job stress and measures of job performance in both managerial and blue-collar samples. Implications of the findings are discussed for future research in the area of job stress.
The relationship between self-aspect congruence, subjective well-being (SWB), and personality was examined in two studies. In Study 1, the congruence between ‘real’ and ‘ought’ Q-sort self-descriptions was found to be positively related to measures of SWB and life satisfaction. Among the five personality factors of Costa and McCrae (1991), congruence was negatively related to neuroticism and positively related to agreeableness. In study 2, the congruence between ‘real’ and ‘ideal’ Q-sort self-descriptions was found to be positively related to both self- and non-self-report measures of SWB, and was significantly related to four of Costa and McCrae's five personality dimensions. Implications for research in the area of emotion and SWB are discussed.
Self-determination theory (SDT) maintains that an understanding of human motivation requires a consideration of innate psychological needs for competence, autonomy, and relatedness. We discuss the SDT concept of needs as it relates to previous need theories, emphasizing that needs specify the necessary conditions for psychological growth, integrity, and well-being. This concept of needs leads to the hypotheses that different regulatory processes underlying goal pursuits are differentially associated with effective functioning and well-being and also that different goal contents have different relations to the quality of behavior and mental health, specifically because different regulatory processes and different goal contents are associated with differing degrees of need satisfaction. Social contexts and individual differences that support satisfaction of the basic needs facilitate natural growth processes including intrinsically motivated behavior and integration of extrinsic motivations, whereas those that forestall autonomy, competence, or relatedness are associated with poorer motivation, performance, and well-being. We also discuss the relation of the psychological needs to cultural values, evolutionary processes, and other contemporary motivation theories.
We quantitatively integrated 169 samples ( N= 35,265 employees) that have been used to investigate the relationships of the following 7 work-related stressors with job performance: role ambiguity, role conflict, role overload, job insecurity, work–family conflict, environmental uncertainty, and situational constraints. Overall, we obtained a negative mean correlation between each job performance measure and each stressor included in our analyses. As hypothesized, role ambiguity and situational constraints were most strongly negatively related to performance, relative to the other work-related stressors. Analysis of moderators revealed that (a) the negative correlation of role overload and performance was higher among managers relative to nonmanagers; (b) publication year moderated the relation of role ambiguity and role overload with performance, although in opposite directions; (c) the correlations obtained for published versus unpublished studies were not significantly different; and (d) using the Rizzo et al. scale of role ambiguity and role conflict decreased the magnitude of the correlations of these stressors with performance, relative to other scales. Theoretical contributions, future research directions, and practical implications are discussed. [ABSTRACT FROM AUTHOR] Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Thesis (Ph. D.)--University of Virginia, 2003. Includes bibliographical references (leaves 192-197).
Contenido: Introducción. Una guía para técnicas estadísticas. Revisión de estadísticas univariadas y bivariadas. Limpiando el terreno: despliegue de los datos previo al análisis. Regresión múltiple. frecuencias multidireccional. Análisis de covarianza. Análisis multivariado de varianza y covarianza. Análisis de perfiles de medidas repetidas. Análisis de función discriminante. Regresión logística. Análisis factorial y de componentes principales. Modelado de ecuación estructural. Una revisión del modelo general lineal.
Self-regulation is a complex process that involves consumers’ persistence, strength, motivation, and commitment in order to be able to override short-term impulses. In order to be able to pursue their long-term goals, consumers typically need to forgo immediate pleasurable experiences that are detrimental to reach their overarching goals. Although this sometimes involves resisting to simple and small temptations, it is not always easy, since the lure of momentary temptations is pervasive. In addition, consumers’ beliefs play an important role determining strategies and behaviors that consumers consider acceptable to engage in, affecting how they act and plan actions to attain their goals. This dissertation investigates adequacy of some beliefs typically shared by consumers about the appropriate behaviors to exert self-regulation, analyzing to what extent these indeed contribute to the enhancement of consumers’ ability to exert self-regulation.
An integrative model of the conative process, which has important ramifications for psychological need satisfaction and hence for individuals' well-being, is presented. The self-concordance of goals (i.e., their consistency with the person's developing interests and core values) plays a dual role in the model. First, those pursuing self-concordant goals put more sustained effort into achieving those goals and thus are more likely to attain them. Second, those who attain self-concordant goals reap greater well-being benefits from their attainment. Attainment-to-well-being effects are mediated by need satisfaction, i.e., daily activity-based experiences of autonomy, competence, and relatedness that accumulate during the period of striving. The model is shown to provide a satisfactory fit to 3 longitudinal data sets and to be independent of the effects of self-efficacy, implementation intentions, avoidance framing, and life skills.