The position of authenticity within extant models of personality

Maltby, John; Wood, Alex M.; Day, Liz; Pinto, Diana G.

doi:10.1016/j.paid.2011.10.014

Cited by 38 publications

(23 citation statements)

References 29 publications

(42 reference statements)

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“…Although there was some interconnectedness between authenticity, Gray's model and Cloninger et al's psychobiological model, the tripartite trait model of authenticity could be distinguished from these models. A recent study concerning trait authenticity by Maltby, Wood, Day, and Pinto (2012) explored how authenticity could be positioned in current models of personality. Their findings suggest that trait authenticity loads on the factor Honesty-Humility of the HEXACO personality model (Lee & Ashton, 2004).…”

Section: Previous Research On the Correlates Of Authenticitymentioning

confidence: 99%

The Authentic Worker's Well-Being and Performance: The Relationship Between Authenticity at Work, Well-Being, and Work Outcomes

Bosch

Taris

2014

The Journal of Psychology

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Previous research on authenticity has mainly focused on trait conceptualizations of authenticity (e.g., Wood et al., 2008), whereas in specific environments (e.g., at work) state conceptualizations of authenticity (cf. Van den Bosch & Taris, 2013) are at least as relevant. For example, working conditions are subject to change, and this could well have consequences for employees' perceived level of authenticity at work. The current study employs a work-specific, state-like conceptualization of authenticity to investigate the relations between authenticity at work, well-being, and work outcomes. A series of ten separate hierarchical regression analyses using data from 685 participants indicated that after controlling for selected work characteristics and demographic variables, authenticity at work accounted for on average 11% of the variance of various wellbeing and work outcomes. Of the three subscales of authenticity at work (i.e., authentic living, self-alienation, and accepting influence), self-alienation was the strongest predictor of outcomes, followed by authentic living and accepting external influence, respectively. These findings are discussed in the light of their practical and theoretical implications.

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Section: Previous Research On the Correlates Of Authenticitymentioning

confidence: 99%

The Authentic Worker's Well-Being and Performance: The Relationship Between Authenticity at Work, Well-Being, and Work Outcomes

Bosch

Taris

2014

The Journal of Psychology

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“…In short, role‐specific measures of authenticity provide indication of the degree to which individuals are compatible with, and flourishing within, the social roles relevant to their lives. Congruent with the above, within certain traditions in psychology (e.g., humanism), authenticity is seen as the “core aspect” (Maltby, Wood, Day, & Pinto, ) of adjustment (see e.g., Rogers, ).…”

mentioning

confidence: 99%

Contextualizing personality: Personality within and across social roles and conceptual levels

Dunlop

Hanley

2018

Journal of Personality

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Objective Personality psychologists have begun to consider the predictive ability of comparable personality characteristics at the levels of traits, goals, and narrative identity. Here, we build upon and extend this work by adopting a contextualized personality approach. Doing so entailed exploring the implications of personality characteristics within three social roles and at each level of personality in relation to role‐specific and generalized measures of psychological adjustment. Methods Undergraduates (N = 155) rated traits and specified goals and narratives pertaining to their roles as friends, students, and sons/daughters. Measures of trait‐based, goal‐based, and narrative‐based approach orientation were subsequently derived. Results Within personality levels, mean‐levels of approach orientation differed significantly across social roles. Goal‐based and narrative‐based approach orientation showed inconsistent associations with role‐specific psychological adjustment. When approach orientation was aggregated across roles, however, it demonstrated positive relations with adjustment at each personality level. Conclusions There exists contextual variability among and between personality characteristics and adjustment. In addition, in certain cases, aggregating across contextualized personality measures (within conceptual levels) may provide a more reliable indicator of the underlying psychological construct. These results contribute to an evolving understanding of personality coherence and the relation between personality characteristics and context.

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“…The authenticity questions used in Sheldon's work were validated using the authenticity scale, which consists of three subscales: authentic living, accepting external influence, and selfalienation 18,20,22 . Four questions are associated with each of the three subscales to make up the authenticity scale, yet to condense the survey, the questions Sheldon were used 18 .…”

Section: Openness To Experiencementioning

confidence: 99%

“…Sheldon et al states that individuals' self-expression and choice can significantly influence their authenticity 18 . In Big Five terms, neuroticism or extraversion can be relatable to authenticity through their similar quality of wellbeing 20 . It is most comparable to traits like "truthfulness", "positive values", and "sincerity", though, and results in integration and organization 20,18 .…”

Section: Introductionmentioning

confidence: 99%

“…In Big Five terms, neuroticism or extraversion can be relatable to authenticity through their similar quality of wellbeing 20 . It is most comparable to traits like "truthfulness", "positive values", and "sincerity", though, and results in integration and organization 20,18 . Just like not all roles allow for the same personality, not all roles allow for authentic behavior 18 .…”

Section: Introductionmentioning

confidence: 99%

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Engineering Students’ Self-Concept Differentiation: Investigation of Identity, Personality, and Authenticity with Implications for Program Retention

Stoup¹,

Pierrakos²

2016 ASEE Annual Conference &Amp; Exposition Proceedings

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Kylie Stoup is a senior honors engineering student at James Madison University. Ms. Kylie Stoup graduates with a BS in Engineering in May 2016. She is in the second year of her 2-year-long engineering capstone project so far, involving the design and implementation of a greenway system in Harrisonburg. Her career interests include transportation infrastructure and city planning with a focus in social equity, as well as psychology in engineering education. She plans to enter the workforce following graduation to pursue engineering planning. Despite many efforts, women continue to be underrepresented in engineering. Herein, we seek to contribute to the body of knowledge impacting female engineering student retention challenges. Our theoretical lens is identity theory and self-concept differentiation. More specifically, we used an exploratory approach to assessing freshmen and senior engineering students' personality across engineering and non-engineering contexts. First, we wanted to find personality profiles among engineering freshmen and seniors in engineering settings, and then compare them to their personality in nonacademic settings and authenticity between the two. Personality and authenticity methods, of which were the Big 5 and Authenticity scale, were used in a survey to determine personalities of participants between academic level and gender in their engineering and nonacademic environments. From collecting and analyzing the data, results show that engineering students mainly described themselves as agreeable (i.e. helpful, trusting, considerate), conscientious (i.e. thorough, reliable, follows through with plans), open to experience (i.e. curious, inventive, deep thinker). We also found that female engineering students showed a significant difference in extraversion factors between the freshman and senior classes, and senior females show the greatest personality and authenticity variation between environments. Further exploring engineering identity, personality, and authenticity will develop a better understanding of engineering students of how they perceive themselves in and out of engineering contexts.

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The position of authenticity within extant models of personality

Cited by 38 publications

References 29 publications

The Authentic Worker's Well-Being and Performance: The Relationship Between Authenticity at Work, Well-Being, and Work Outcomes

The Authentic Worker's Well-Being and Performance: The Relationship Between Authenticity at Work, Well-Being, and Work Outcomes

Contextualizing personality: Personality within and across social roles and conceptual levels

Engineering Students’ Self-Concept Differentiation: Investigation of Identity, Personality, and Authenticity with Implications for Program Retention

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