2018/10/04 by Ralph van den Bosch, Toon W. Taris, Wilmar B. Schaufeli +2 · 49 citations
Business, Management and Accounting · Mathematics · Psychology · #Boredom #Burnout #Clinical psychology #Confirmatory factor analysis #Emotional Intelligence and Performance #Job Satisfaction and Organizational Behavior #Job satisfaction #Mathematics #Perfectionism, Procrastination, Anxiety Studies #Person–environment fit #Psychology #Social psychology #Statistics #Structural equation modeling #Work (physics) #Work engagement #Work environment
paper · pdf · doi:10.1080/00223980.2018.1516185
published in The Journal of Psychology 153(2), 247-266 (Taylor & Francis)
openalex publication_date 2018/10/04 · openalex created_date 2025/10/10 · openalex updated_date 2026/08/01
Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.