{"id":32907,"date":"2019-07-23T09:09:26","date_gmt":"2019-07-23T13:09:26","guid":{"rendered":"https:\/\/biznews.fiu.edu\/?p=32907"},"modified":"2020-10-05T13:07:10","modified_gmt":"2020-10-05T17:07:10","slug":"a-true-look-at-authenticity-at-work-requires-a-multi-faceted-focus-fiu-business-study-reveals","status":"publish","type":"post","link":"https:\/\/biznews.fiu.edu\/2019\/07\/a-true-look-at-authenticity-at-work-requires-a-multi-faceted-focus-fiu-business-study-reveals\/","title":{"rendered":"A true look at authenticity at work requires a multi-faceted focus, FIU Business study reveals."},"content":{"rendered":"

\"A<\/p>\n

Is authenticity truly beneficial in the workplace? Are places of work conducive to employee authenticity?\u00a0 Not for everyone, research from FIU Business finds.<\/p>\n

\u201cThe main insight: we caution this notion of encouraging everyone to be authentic,\u201d said Brooke Buckman<\/a>, assistant professor of global leadership and management<\/a> at FIU Business. \u201cIn a lot of instances being your true self isn\u2019t always treated equally in the business world as we see today.\u201d<\/p>\n

As public interest in authenticity increases, she added, the “Being Your True Self At work” paper, published in the July 2019 issue of the Academy of Management Annals<\/a>, both reinforces and tempers the existing enthusiasm surrounding the topic.<\/p>\n

Buckman and her co-authors analyzed over 100 empirical and seminal studies published since 1997 on individual authenticity in different organizations.<\/p>\n

\"Brooke
Brooke Buckman<\/figcaption><\/figure>\n

The consensus of most authenticity-focused research is that “there are such great personal benefits to authenticity, that we should encourage everyone to be authentic, even at work,” Buckman said.<\/p>\n

However, those personal benefits, including feeling happier and more energized, often come at a career-focused cost for minorities, making them feel they\u2019re walking on a tightrope.<\/p>\n

\u201cFor example, often times women who are authentic at work risk being viewed as \u2018not management material\u2019 because their authentic selves don’t necessarily align with other\u2019s ideas of how a leader or manager should act,\u201d Buckman added. \u201cThus, many employees experience contradictory messaging \u2013 on the one hand, they are told to \u201cjust be themselves\u201d but on the other hand, they feel like they need to act in certain ways in order to succeed in the workplace.\u201d<\/p>\n

One of the biggest challenges the researchers faced was that most of the existing studies on authenticity are siloed. Many have analyzed the topic using labels such as \u201cauthentic leadership,\u201d \u201cemotional labor\u201d and \u201cidentity management\u201d rather than \u201cauthenticity\u201d per se.<\/p>\n

“Being Your True Self At Work\u201d aims to create a research agenda for future analyses about authenticity.<\/p>\n

\u201cThere are lots of definitions and ideas, but until we can all agree on a definition of how we\u2019re going to measure authenticity, the literature will become more noisy and messy,\u201d Buckman said. \u201cOur research encourages them to start talking to one another; to start looking at the social implications.\u201d<\/p>\n

The paper was co-authored by Buckman with Sandra E. Cha, Brandeis University; Patricia Faison Hewlin, McGill University; Laura Morgan Roberts, Georgetown University; Hannes Leroy, Erasmus University; Erica L. Steckler, University of Massachusetts Lowell; Kathryn Ostermeier, Bryant University; and Daniele Cooper, University of North Texas.<\/p>\n","protected":false},"excerpt":{"rendered":"

Is authenticity truly beneficial in the workplace? Are places of work conducive to employee authenticity?\u00a0 Not for everyone, research from FIU Business finds. \u201cThe main insight: we caution this notion of encouraging everyone to be authentic,\u201d said Brooke Buckman, assistant professor of global leadership and management at FIU Business. \u201cIn a lot of instances being […]<\/p>\n","protected":false},"author":67,"featured_media":32915,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[4,10],"tags":[4549,4387,4389,2229],"amp_enabled":true,"_links":{"self":[{"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/posts\/32907"}],"collection":[{"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/users\/67"}],"replies":[{"embeddable":true,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/comments?post=32907"}],"version-history":[{"count":4,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/posts\/32907\/revisions"}],"predecessor-version":[{"id":32921,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/posts\/32907\/revisions\/32921"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/media\/32915"}],"wp:attachment":[{"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/media?parent=32907"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/categories?post=32907"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/biznews.fiu.edu\/wp-json\/wp\/v2\/tags?post=32907"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}