Fit of Role Involvement with Values: Theoretical, Conceptual, and Psychometric Development of Work and Family Authenticity

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Scholars acknowledge the importance of authenticity to the work-family interface, yet the construct is underdeveloped and measures are lacking. We provide a conceptual definition of work (and family) authenticity- extent to which one's time, energy, and attention to work (and family) are consistent with life values. We develop, refine, and test the psychometric properties of a measure. Using over time data, we find that work-to-family conflict negatively relates to family authenticity, and work-to-family enrichment positively relates to work and family authenticity. Further, polynomial regression results suggest that balance satisfaction is higher when work and family authenticity are similar and high than when work and family authenticity are similar and low. Work and family authenticity also uniquely predict employee attitudes (i.e., job satisfaction, organizational commitment, life satisfaction) and family outcomes (i.e., spouse-rated employee work-family balance and family performance), above and beyond work-family conflict, enrichment, and balance satisfaction. Among these constructs, relative weights analyses revealed that work authenticity was the most important predictor of job attitudes, and family authenticity was the second most important predictor of life satisfaction and most important predictor of family performance as rated by partners. Future research, theoretical, and practical implications are discussed.



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