Authenticity and well‐being in the workplace: a mediation model

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Psychological capital, Big Five traits, and employee outcomes (2014, background): “PsyCap and happiness Along with the developing interest to understand what can make life most valuable and flourishing, two related happiness constructs – work happiness and subjective well-being (SWB) – have received increasing attention from both practitioners and researchers (Ménard and Brunet, 2”
Authenticity at Work: Development and Validation of an Individual Authenticity Measure at Work (2013, background): “2010; Lopez and Rice 2006; Neff and Suizzo 2006), and wellbeing (Ménard and Brunet 2011; Toor and Ofori 2009).”
Authenticity and well-being on social network sites: A two-wave longitudinal study on the effects of online authenticity and the positivity bias in SNS communication (2014, background): “Finally, authentic behavior has been addressed as an important predictor of well-being in the working domain (Ménard & Brunet , 2011).”
Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification (2013, methodology): “…of positive organizational adjustment, such as job satisfaction, meaning of work, and work engagement (Leroy, Anseel, Dimitrova, & Sels, 2013; Menard & Brunet, 2011; see also Study 1), employees with high levels of authenticity should be less likely to detach themselves from the…”