| dc.description.abstract | Workplace authenticity is a person-centered state that refers to the alignment between one’s thoughts, feelings, and behaviours, and job tasks or conditions. Authenticity transpires when an individual is able “to act in accord with the true self” (Harter, 2002, p.382). Previous studies have focused on identifying the benefits of acting authentically at work. Conversely, the present study examined possible antecedents, behaviours, and outcomes that emerge when authenticity has a “dark side”. Specifically, this study examined whether there were individual differences in how authenticity was manifested amongst those with undesirable personalities (i.e., the Dark Triad). We also investigated the role of job crafting in achieving authenticity, and the impact that this has on work outcomes. Hierarchical regression and mediation analyses, using cross-sectional data from 172 participants, revealed that authenticity is positively associated with positive work outcomes, and negatively associated with negative outcomes. Lower levels of Machiavellianismpsychopathy were associated with greater felt authenticity, but having dark traits was linked with increased counterproductive work behaviours and interpersonal conflict. Additionally, we found job crafting behaviours as positive predictors of both positive and harmful work outcomes, and that authenticity is involved in these relationships. Finally, Dark Triad individuals did not engage in more job crafting, nor did the relationship between job crafting and work outcomes differ if one had Dark Triad attributes. Overall, these results elucidate that there are circumstances in which authenticity may have a dark side. | |
