How Employee Authenticity Shapes Work Attitudes and Behaviors: the Mediating Role of Psychological Capital and the Moderating Role of Leader Authenticity

doi:10.1007/s10869-020-09725-0

Paper

How Employee Authenticity Shapes Work Attitudes and Behaviors: the Mediating Role of Psychological Capital and the Moderating Role of Leader Authenticity

Published Nov 19, 2020 · Lili Song, Yong Wang, Yukun Zhao

Journal of Business and Psychology

24

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Abstract

Taking a resource perspective, we examined the relationships between employee authenticity and work attitudes/behaviors, focusing especially on the mediating role of psychological capital and the moderating role of leader authenticity. Data were collected with a three-wave survey administered to a sample of 588 employees from a biological manufacturing company in eastern China. Our results showed that employee authenticity can promote positive work attitudes/behaviors and inhibit negative ones among employees. The underlying mechanism is that employee authenticity can be converted into psychological capital, which is a positive psychological resource, and can further shape employee work attitudes and behaviors. Additionally, leader authenticity, as a job resource in the work environment, strengthens this conversion. The theoretical and practical implications of these findings are discussed.

Observational Study

Study Snapshot

Employee authenticity promotes positive work attitudes and behaviors, with psychological capital acting as a mediator and leader authenticity strengthening this relationship.

PopulationOlder adults (50-71 years)

Sample size24

MethodsObservational

OutcomesBody Mass Index projections

ResultsSocial networks mitigate obesity in older groups.

How Employee Authenticity Shapes Work Attitudes and Behaviors: the Mediating Role of Psychological Capital and the Moderating Role of Leader Authenticity

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