Can I Be Who I Am? Psychological Authenticity Climate And Employee Outcomes

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED Human Performance Pub Date : 2021-11-02 DOI:10.1080/08959285.2021.1998060

Kathryn Ostermeier, Danielle Cooper, Miguel P Caldas

引用次数: 3

Abstract

ABSTRACT We propose and test the construct of psychological authenticity climate, which we define as a psychological climate where employees perceive that their organization encourages and provides a safe environment for them to express their personal identities at work. Through a 4-study design spanning two countries (United States and Brazil), we establish relationships between psychological authenticity climate and organizationally relevant employee outcomes. In Study 1 and Study 2 we assess the measurement validity of our proposed measure. In Studies 3a and 3b (n = 282; n = 188), we assess the predictive validity of our construct and test our hypothesized model across two time points. Results indicate overall support for our model, with psychological authenticity climate affecting key outcomes like organizational citizenship behaviors (OCBs), job satisfaction, and job burnout through organizational identification (OID).

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我能成为我自己吗？心理真实性氛围与员工绩效

摘要：我们提出并测试了心理真实性氛围的构建，我们将其定义为一种心理氛围，员工认为他们的组织鼓励并为他们在工作中表达个人身份提供了一个安全的环境。通过一项跨越两个国家（美国和巴西）的4项研究设计，我们建立了心理真实性氛围和组织相关员工结果之间的关系。在研究1和研究2中，我们评估了我们提出的测量的有效性。在研究3a和3b（n=282；n=188）中，我们评估了我们构建的预测有效性，并在两个时间点上测试了我们假设的模型。结果表明，总体上支持我们的模型，心理真实性气候通过组织认同（OID）影响组织公民行为（OCBs）、工作满意度和工作倦怠等关键结果。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.