CORRELATION BETWEEN PERSONNEL' AUTHENTICITY IN THE WORKPLACE, BURNOUT AND WELL-BEING
DOI:
https://doi.org/10.17770/sie2024vol2.7830Keywords:
authenticity in the workplace, burnout, personnel, well-being at workAbstract
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.
Downloads
References
Bérubé, V., Maor, D., Mugayar-Baldocchi, M., & Reich, A. (2022). European talent is ready to walk out the door. How should companies respond. McKinsey Quarterly. Retrieved from https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/european-talent-is-ready-to-walk-out-the-door-how-should-companies-respond
Dagenais-Desmarais, V. & Savoie, A. (2012). What is psychological well-being, really? A grassroots approach from the organizational sciences. Journal of happiness studies, 13(4), 659–684.
Yan-qiao, D. I. N. G., & Xiong-ying, N. I. U. (2020). Impact of organization information providing behavior on employees' mental health: the chain mediation effect of cognitive and affective job insecurity. Commercial Research, 62(8), 82.
Fastje, F., Mesmer-Magnus, J., Guidice, R., & Andrews, M. C. (2023). Employee burnout: the dark side of performance-driven work climates. Journal of Organizational Effectiveness: People and Performance, 10(1), 1-21.
Finizio, M. (2023). The great turnover: record resignations and job vacancies in Europe. Retrieved from https://www.europeandatajournalism.eu/cp_data_news/The-great-turnover-record-resignations-and-job-vacancies-in-Europe/
Forbes. (2023). Top Ten HR Trends For The 2023 Workplace. Retrieved from https://www.forbes.com/sites/jeannemeister/2023/01/10/top-ten-hr-trends-for-the-2023-workplace/?sh=7bc057f35933
Gagné, M., & Deci, E.L. (2005). Self-determination theory and work motivation. Journal of organizational behavior, 26(4), 331–362.
Gilbert, M.-H., Dagenais-Desmarais, V., & Savoie, A. (2011). Validation d'une mesure de santé psychologique au travail. Revue européenne de psychologie appliquée, 61(4), 195–203.
Hannah, S. T., Perez, A. L., Lester, P. B., & Quick, J. C. (2020). Bolstering workplace psychological well-being through transactional and transformational leadership. Journal of leadership & organizational studies, 27(3), 222–240.
Kernis, M.H., & Goldman, B.M. (2006). A multicomponent conceptualization of authenticity: Theory and research. Advances in experimental social psychology, 38, 283–357.
Kim, T. Y., David, E. M., Chen, T., & Liang, Y. (2023). Authenticity or self-enhancement? Effects of self-presentation and authentic leadership on trust and performance. Journal of Management, 49(3), 944-973.
Knoll, M., Meyer, B., Kroemer, N. B., & Schröder-Abé, M. (2015). It takes two to be yourself. Journal of Individual Differences, 36(1), 38–53.
Kuntz, J. R. C., & Abbott, M. (2017). Authenticity at work: a moderated mediation analysis. International Journal of Organizational Analysis, 25(5), 789–803.
Li, X., & Lin, C. (2021). The influence of high-commitment work system on work well-being: the mediating role of psychological empowerment and the moderating role of leader trust. Personnel review, 50(4), 1128–1147.
Maslach, C., & Leiter, M.P. (2016). Understanding the burnout experience: recent research and its implications for psychiatry. World Psychiatry, 15(2), 103–111.
Maslach, C., Jackson, S. E., & Leiter, M. P. (1996). MBI: Maslach burnout inventory. Sunnyvale, CA: CPP, Incorporated.
Maslach, C. H., Schaufeli, W.B., & Leiter, M.P. (2001). Job burnout. Annual review of psychology, 52(1), 397–422.
Mehta, P. (2021). Authenticity and employee wellbeing with reference to emotional work: a review. Mental health and social inclusion, 25(2), 146–158.
Ménard, J., & Brunet, L. (2011). Authenticity and well-being in the workplace: a mediation model. Journal of managerial psychology, 26(4), 331–346.
Metin, U.B., Taris, T. W., Peeters, M. C., van Beek, I., & Van den Bosch, R. (2016). Authenticity at work – a job-demands resources perspective. Journal of Managerial Psychology, 31(2), 483–499.
Morin, A. J., Boudrias, J. S., Marsh, H. W., Mclnerney, D. M., Dagenais-Desmarais, V., Madore, I., & Litalien, D. (2017). Complementary variable-and person-centered approaches to the dimensionality of psychometric constructs: Application to psychological wellbeing at work. Journal of Business and Psychology, 32(4), 395–419.
Moss, J. (2021). Beyond burned out. Harvard Business Review, 10.
Nelson, K., Boudrias, J. S., Brunet, L., Morin, D., De Civita, M., Savoie, A., & Alderson, M. (2014). Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis. Burnout research, 1(2), 90–101.
Ostermeier, K., Medina-Craven, M. N., Camp, K. M., & Davis, S. E. (2022). Can I be me with you at work? Examining relational authenticity and discretionary behaviors in the workplace. The Journal of Applied Behavioral Science, 58(2), 316-345.
Pemberton, A., & Kisamore, J. (2023). Assessing burnout in diversity and inclusion professionals. Equality, Diversity and Inclusion, 42(1), 38-52.
Reis, G.G., Braga, B.M., & Trullen, J. (2017). Workplace authenticity as an attribute of employer attractiveness. Personnel review, 46(8), 1962–1976.
van den Bosch, R., & Taris, T. W. (2014). The authentic worker’s well-being and performance: the relationship between authenticity at work, well-being, and work outcomes. The Journal of Psychology: Interdisciplinary and Applied, 148(6), 659–681.
van den Bosch, R., & Taris, T.W. (2018). Authenticity at work: Its relations with worker motivation and well-being. Frontiers in Communication, 3, 1–11.
Wood, A. M., Linley, P. A., Maltby, J., Baliousis, M., & Joseph, S. (2008). The authentic personality: A theoretical and empirical conceptualization and the development of the Authenticity Scale. Journal of Counseling psychology, 55(3), 385–399.
Yagil, D., & Medler-Liraz, H. (2014). Feel free, be yourself: Authentic leadership, emotional expression, and employee authenticity. Journal of Leadership & Organizational Studies, 21(1), 59–70.
