TARGET ARTICLE: Toward a Conceptualization of Optimal Self-Esteem

Abstract

In this article, I present a theoretical perspective on the nature of "optimal" self-esteem. One

Ironic effects of feedback on contingency of self-worth: Why self-reports of contingency are biased

“…It explains (a) why contingency ratings are higher on downward items (failure or rejection) than upward items (success or approval) (Vonk & Smit, 2012); (b) why the correlation between contingency and actual self-esteem instability is typically low (Kernis, 2003); and (c) why contingency is negatively correlated with self-esteem (in our Study 2, r = -.40). All of these findings, along with our results, indicate that contingencies of self-worth become more salient when self-esteem is threatened.…”

“…Ironically, this suggests that "true" (Deci & Ryan, 1995) or "optimal" self-esteem (Kernis, 2003) can be enhanced quite effectively by merely fuelling the sociometer adequately (cf. Vonk, 2006).…”

Explaining authentic leadership work outcomes from the perspective of self-determination theory

“…Self-determination is explained as the default solution in culture of authenticity (Taylor, 1991). Self-determination is one's behavioral and relational choice next to self-awareness and unbiased self-relevant cognitions in the construct of authenticity (Novicevic et al, 2006;Kernis, 2003).…”

“…Authentic leadership, which is wealthy in self-awareness, acceptance of oneself and others, openness and trust, creates genuine relations in organizations (Kernis, 2003 Intrinsic and extrinsic work value orientations. Work value orientation may be defined as "work-related reinforcement preferences or tendencies to value specific types of incentives in the work environment" (Vansteenkiste et al, 2007).…”

“…Vansteenkiste et al (2007) describe people with extrinsic work value orientation as coping with the fulfilment of their basic needs identified by the humanistic psychologists (Maslow, 1970), and they have lower self-esteem. M. H. Kernis (2003) relates low (or fragile) self-esteem with the self-protective and self-enhancement strategies that employ the pursuit of tangible rewards. M. Vansteenkiste et al (2007) indicate the intrinsic work value orientation as a sign of authenticity, while Kernis relates authenticity with optimal self-esteem and vice versa.…”