Reciprocal Relations between Work-Related Authenticity and Intrinsic Motivation, Work Ability and Depressivity: A Two-Wave Study

Abstract

This study investigates the role of context-specific authenticity at work for work-related outcomes (intrinsic motivation, work ability) and depressivity. Furthermore reciprocal relations between work-related authenticity and healthy psychological functioning are investigated. Longitudinal data from 1,243 employees from 63 subsidiaries of a non-profit organization in the social sector were analyzed using multilevel structural equation modeling. Work-related authenticity at T1 predicted work ability and depressivity, but not intrinsic motivation at T2, about 6 months later. Work-related authenticity at T2 was predicted by intrinsic motivation and depressivity, but not by work ability at T1. We conclude that work-related authenticity and healthy psychological functioning are positively reinforcing each other. Thus, enabling employees to be authentic supposedly increases their well-being and is a pivotal opportunity for organizations to foster health and performance-related indicators like work ability and prevent negative health indicators like depressivity. At the same time, authenticity of employees can be fostered through workplace health promotion.

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

“…These regulation types are both forms of autonomous motivation, are largely self-determined, and originate from the core authentic self (Emmerich and Rigotti, 2017). Conversely, we expect negative associations between on the one hand authenticity at work, and controlled motivation and amotivation (Hypothesis 1e) on the other.…”

“…These activities are not self-determined and do therefore not have their source in the true self of a worker, i.e., engagement in such activities is likely to be associated with low, rather than high levels of authenticity (cf. Emmerich and Rigotti, 2017).Based on this reasoning, we expect a positive association between authenticity at work on the one hand and both intrinsic regulation (Hypothesis 1a) and identified regulation (Hypothesis 1b) as forms of autonomous motivation on the other. These regulation types are both forms of autonomous motivation, are largely self-determined, and originate from the core authentic self (Emmerich and Rigotti, 2017).…”

“…These activities are not self-determined and do therefore not have their source in the true self of a worker, i.e., engagement in such activities is likely to be associated with low, rather than high levels of authenticity (cf. Emmerich and Rigotti, 2017).…”

“…Whereas research focusing on the associations between different types of motivation and well-being tends to construe authenticity as an inherent property of behaviors driven by self-determined motivation and that does not need separate assessment (e.g., Ryan and Deci, 2000), studies examining the direct associations between authenticity and well-being focus on authenticity as an affective-cognitive phenomenon that can (and must) be assessed separately from particular behaviors and/or motivations (e.g., van den Bosch and Taris, 2014a;Emmerich and Rigotti, 2017). This raises the question as to the interrelations of these two lines of research: although both speak of "authenticity" and construe this concept at the meta-level as relating to behaviors that reflect one's true self, in terms of their specific conceptualization and measurement both approaches differ strongly.…”

“…Kernis and Goldman (2006) reported positive associations between self-reported authenticity on the one hand and eudaimonic well-being, hedonic well-being, and life satisfaction on the other. Finally, Emmerich and Rigotti (2017) examined the associations among authenticity on the one hand and depression, work ability and intrinsic motivation on the other.In a different line of research, a series of studies focused on the associations between well-being on the one hand and various types of motivation on the other. In this research a major distinction is made between self-determined vs. non-self-determined motivation and behavior (Deci et al, 2017), arguing that-since they stem from the self-especially self-determined behaviors are "authentic" and should therefore be associated with positive well-being .…”