Living the good life: A meta-analysis of authenticity, well-being and engagement
By A. Sutton. Personality and Individual Differences, 2020
201 citations recorded by the source corpus.
Abstract The ‘good life’ is described by philosophers and psychologists as consisting of authentic expression of self, a sense of well-being, and active engagement in life and work. Well-being and employee engagement are outcomes of value in themselves to work organisations, but also improve performance and reduce turnover. This meta-analysis tests the relationships between authenticity and well-being, and authenticity and engagement, investigating the impact of several moderators: age, gender, sample type, conceptual measure and individualism-collectivism. Systematic searches identified 75 studies (well-being = 65, engagement = 10) with a total N == 36,533. Analysis revealed a positive relationship between authenticity and well-being (r == 0.40) and between authenticity and engagement (r == 0.37). Individualism and type of measure were significant moderators, but age, gender and sample type were not. Specific recommendations are made for researchers choosing measures of authenticity, well-being and engagement. The study also highlights the need for further research on the interaction of culture and authenticity, as the majority of studies rely on Western / individualist conceptualisations and measures. Overall, the meta-analysis demonstrates that authenticity has positive implications for individual well-being and work engagement and could provide an important path to building healthy work organisations.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/c65f1f65631f1d8822ab5d654a26183beb69360a
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In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Perceived lesbian, gay, bisexual, and transgender (LGBT) supportive practices and the life satisfaction of LGBT employees: The roles of disclosure, authenticity at work, and identity centrality (2020, background): “Life satisfaction is regarded as a specific indicator of wellbeing and has be shown to be associated with many organizationally desirable outcomes, yet it is often neglected within the applied psychology literature (Erdogan, Bauer, Truxillo, & Mansfield, 2012; Sutton, 2020).”