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Authenticity at Work: Its Relations With Worker Motivation and Well-being

机译：工作中的真实性：与员工积极性和幸福感的关系

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Drawing on Self-Determination Theory (Deci, Olafsen & Ryan, 2017), this study examines the associations between authenticity at work, motivation and well-being, assuming that motivation would at least partly mediate the association between authenticty and well-being. Since authentic behavior refers to the degree to which a person acts in agreement with their true self (i.e., one's own core values), high levels of authenticity at work should relate positively to more intrinsic types of motivation regulation and negatively to more extrinsic types of motivation regulation. Moreover, high levels of authenticity should be associated with higher well-being at work (i.e., higher work engagement and lower burnout). Structural equation modeling using cross-sectional data from 546 participants revealed that self-determined motivation (i.e. autonomous motivation) showed positive associations with authenticity at work and that non-self-determined motivation (i.e. controlled motivation and amotivation) showed negative associations with authenticity at work. The positive associations increased in strength with increasing self-determined motivation. A similar a?? but reversed a?? pattern was found for the negative associations. Parallel mediation analysis revealed that self-determined motivation partially mediated the relationship between authenticity and well-being at work.
机译：本研究借鉴自我决定理论（Deci，Olafsen＆Ryan，2017），研究了工作中真实性，动机与幸福感之间的联系，假设动机至少会部分地调解真实性与幸福感之间的联系。由于真实的行为是指一个人与自己的真实自我（即一个人的核心价值）相一致的程度，因此，高水平的真实性应与动机调节的更多内在类型成正比，而与情绪的外在类型成反比。动机调节。此外，高真实性应与更高的工作幸福感相关（即，更高的工作投入和更低的倦怠）。使用来自546名参与者的横截面数据进行的结构方程建模显示，自我决定的动机（即自主动机）与工作中的真实性呈正相关，而非自我决定的动机（即受控动机和激励）与工作中的真实性呈负相关。工作。积极的联系会随着自我决定的动机的增强而增强。一个类似的？？但扭转了一个？发现负关联的模式。平行中介分析显示，自我决定的动机部分地介导了真实性与工作幸福感之间的关系。

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