Passive Facebook use and students' academic stress: The moderating role of authenticity

Objective: The present study examined the association between passive FB use and academic stress, as well as the moderating role of users' dispositional levels of authenticity. Participants and Methods: A total of 188 college students responded to questionnaires regarding their FB use, trait authenticity, and academic stress. Results: The amount of time users reported they routinely engaged in passive FB use significantly correlated with academic stress. Further, users' levels of trait authenticity moderated this relationship. Time spent passively using FB was positively associated with academic stress only when user authenticity was high. However, how often students passively use FB was not significantly associated with academic stress regardless of their authenticity levels. Conclusions: These findings suggest that using FB passively for longer time periods might be a way to avoid academic tasks, which in turn might be associated with greater academic stress for those students who report higher levels of authenticity.

A new instrument to measure healthy workplace qualities: the People in the Office Scale

This research is aimed at developing a new instrument to assess the healthy workplace qualities based on the environmental theory of stress, and ideas of salutogenic and biophilic design. A total of 319 respondents participated in the study (19-72 years; Mage = 40.86, SDage = 12.70; 69% women). Additionally, nine judges were invited to evaluate the items of the scale for content validity. Using a mixed inductive/deductive method, which included literature analysis and in-depth interviews, an initial pool of 56 items was collected. From the initial pool of 56 items, the more relevant ones were selected. This list named the People in the Office Scale (POS) was subjected to a full psychometric examination. Results of the Exploratory and Confirmatory Factor Analyses show that POS has satisfactory structural and content validity, reliability, and measurement invariance across sex and age. In its final form, POS includes 27 items and five subscales: Ergonomics; Internal Communications; External Infrastructure; Freedom of Action; and Workplace as a Life Narrative. Convergent validity measured by correlating POS scores with the variables of restorative environment, workplace attachment, and organizational cynicism was satisfactory. Divergent validity measured by correlating with mental health, was also satisfactory. This new instrument can be recommended for use in both practice and research to provide evidence-based design guidance.

When it's not safe to be me: employee authenticity mediates the effect of perceived manager psychopathy on employee well-being

BACKGROUND

Psychopathy in managers is often measured on global scales and associated with detrimental outcomes for subordinates, such as bullying and reduced well-being. Yet some features of psychopathy, like boldness, appear to have beneficial outcomes. Using the triarchic model of psychopathy, we differentiate between adaptive and maladaptive traits in managers and model their effects on employee engagement and burnout. In addition, we test the extent to which authenticity, known to ameliorate the effect of some negative experiences on well-being, might mediate the influence of managers' perceived psychopathic traits on employee well-being.

METHODS

In a two-wave study, full-time employees (N = 246) reported on their manager's psychopathic traits (boldness, meanness, disinhibition), their own authenticity and, six weeks later, their engagement and burnout.

RESULTS

In support of our hypotheses, manager boldness enhanced engagement and reduced burnout while meanness and disinhibition reduced engagement and increased burnout. Additionally, employee authenticity was a partial mediator of the effect of managerial psychopathy on engagement and burnout.

CONCLUSIONS

Perceived psychopathic traits in managers have the potential to influence whether employees feel able to be their authentic selves at work, which consequently affects their well-being. A work culture that values authenticity can directly improve well-being and help employees to deal with managerial behaviour that stems from maladaptive psychopathic traits. We also highlight the importance of discriminating between constituent psychopathic traits to identify the potentially adaptive nature of the boldness element of psychopathy.

School Climate Questionnaire: A New Tool for Assessing the School Environment

The school environment is of great importance for the socialization of children. At school, children learn many values, rules, and skills that relate to building relationships that include friendship, support, and competition. The school largely shapes children's behavior and expectations from society in the future. This study validates the new 22-item School Climate Questionnaire (SCQ) using a sample of Russian school students. A total of 4,776 respondents from 9 to 18 years old participated in the correlational study and filled the online-survey that includes SCQ. The Revised Olweus Bully/Victim Questionnaire, the Warwick-Edinburgh Mental Well-Being Scale (WEMWBS), and the Academic Motivation Scale were used to examine the convergent validity of the SCQ. Two hypotheses were examined that the new tool SCQ has structural validity (three factors) and convergent validity (which is proven by the significant correlations with victimization, aggression, mental wellbeing, and academic motivation). According to confirmatory factor analysis (CFA), it was shown that the questionnaire has three factors; their reliability is satisfactory. As expected, the results revealed significant correlations between the three scales of SCQ and scales of Victimization, Aggression, Mental Well-Being, and different types of Academic Motivation. The SCQ is a reliable and valid instrument that may be recommended for use by researchers and practitioners in different areas of educational psychology.

Measuring mental well-being among frontline nurses during the COVID-19 crisis: Evidence from Saudi Arabia

In the days of the COVID-19 pandemic, frontline nurses providing care to different communities face are particularly vulnerable to the mental health threats of the crisis. The objective of this study was to examine the structural validity, convergent validity, and reliability of the Warwick-Edinburgh Mental Well-Being Scale (WEMWBS) in professional nurses amidst the COVID-19 crisis in Saudi Arabia. Data were collected from 413 nurses in Saudi Arabia using a cross-sectional online survey. Consistent with the original version, results of the confirmatory factor analysis revealed a unidimensional structure of the WEMWBS. Support for convergent validity was found as the WEMWBS significantly correlated with measures of burnout and compassion satisfaction. In terms of reliability, all WEMWBS items yielded high internal consistencies suggesting that the 14 items were robust indicators of mental well-being. In response to the challenges of the COVID-19 crisis, the current study offers a psychometrically sound instrument that can be utilized in screening the mental well-being of nurses in the days of a public health crisis. Preserving the positive aspect of mental health among frontline healthcare workers and promoting quality of care for communities requires a contextualized measurement tool that efficiently assesses mental well-being.

Feeling at Home in Two Cultural Worlds: Bicultural Identity Integration Moderates Felt Authenticity

Bicultural individuals navigate and identify with two cultures. Biculturals differ in levels of Bicultural Identity Integration (BII)—how much their two cultural identities are combined and compatible (high BII) versus divided and conflicting (low BII). We hypothesized that during conformity in cultural ingroup contexts, biculturals with low BII feel inauthentic (being untrue to themselves), whereas biculturals with high BII feel authentic (being true to themselves). Across four experiments with Asian-Americans, expressing cultural conformity (vs. non-conformity) in Asian or American contexts produced felt inauthenticity among participants with low BII but not high BII (Studies 1–3). Felt inauthenticity was due to cultural identity threat (perceived identity exclusion) (Study 2). Activating self-kindness counteracted felt inauthenticity for low BII participants during cultural conformity (Study 3) and produced felt authenticity (Study 4). Our findings imply that responding kindly to the self makes biculturals at ease in their cultural homes, at least temporarily.

Subjective Well-Being in Sports Coaches

<p>The purpose of the study is to analyze the structure of the psychological determinants of subjective well-being and identify the most significant set of determinants that form the resources of the psychological well-being in sports coaches. This parameter is important due to objective conditions, which significantly increases stress and reduces the quality of life of subjects of professional sport. The participants were 200 professional sports coaches (89 women, 111 men), M_age=39 years, M_exprience=12 years. The psychological determinants were measured with the Brief Differential Perfectionism Inventory (Zolotareva et al, 2021), the General Self-Efficacy Scale (Schwarzer &amp; Jerusalem 1995), the Moscow Authenticity Scale (Nartova-Bochaver et al, 2021), the Self-Control Scale (Tangney et al. 2004), the Coach&mdash;Athlete Relationship Questionnaire (Jowett &amp; Ntoumanis, 2004).Psychological well-being was measured with two inventories: the Short Warwick-Edinburgh Mental Wellbeing Scale (Tennant et al., 2007) and the PERMA-Profiler (Butler and Kern, 2015).The structure of psychological determinants was reduced to four factors by factor analysis and then the determinants from each factor were regressed on the well-being measures utilizing stepwise multiple regression modeling producing the most significant set of the well-being determinants. The results showed that the resources of psychological well-being in sports coaches can be determined by four groups of predictors. The first group: meaning and positive emotions; the second group: authenticity dedication, and experience; the third group: achievements, negative emotions, involvement, and age; and the fourth one: meaning, self-efficacy, and age.</p>

Validation of the 10-Item Connor-Davidson Resilience Scale: The Case of Russian Youth

This study validates the 10-item Connor-Davidson Resilience Scale (CD-RISC-10) on a Russian youth sample. A total of 689 respondents participated (M age = 20.22, SD age = 2.08; 526 females). The Warwick-Edinburgh Mental Well-being Scale, the International Positive and Negative Affect Schedule Short-Form, the Centre of Epidemiological Studies-Depression Scale, the Rosenberg Self-Esteem Scale, and the Authenticity Scale were used to examine the content validity of CD-RISC-10. Two hypotheses were examined: that the Russian version of the CD-RISC-10 (1) has structural validity (is unifactorial, as the original version) and (2) has convergent validity (which is proven by positive connections with psychological well-being and negative connections with ill-being). According to confirmatory factor analysis (CFA), it was shown that the scale really had a unifactorial structure; its reliability was satisfactory (α =.85, ω h =.84). No age trends in the CD-RISC-10 scores were detected; in males, the scores were higher than in females. As expected, CD-RISC-10 was positively connected with mental well-being, positive affect, self-esteem, and authentic living while negatively connected with depressive symptoms, negative affect, acceptance of external influence, and self-alienation. The Russian version of CD-RISC-10 seems to be a valid, stable, and reliable instrument which may be recommended for use in various areas of research and practice.

The Authenticity Scale: Validation in Russian Culture

The correlational study is aimed at validating the Authenticity Scale in Russian culture. Authenticity is considered a trait responsible for a person's ability to be oneself. It helps people resist environment pressure and prevent self-alienation, which contributes to maintaining psychological wellbeing. The original Authenticity Scale includes three subscales: Authentic Living, Accepting External Influence, and Self-Alienation. In total, 2,188 respondents (M age = 26.30, SD age = 13.81; 78.1% female) participated in the survey. The dimensionality of the Authenticity Scale and its measurement invariance across sex, age, and depression rate subgroups was examined with exploratory and confirmatory factor analyses; the original tripartite structure was kept. Convergent validity was tested through correlation analyses with the Warwick-Edinburgh Mental Well-being Scale, the International Positive and Negative Affect Schedule Short-Form, the Centre of Epidemiological Studies-Depression Scale, the Rosenberg Self-Esteem Scale, and the Satisfaction with Life Scale. According to the CFA results, the structure of the Russian version differs from the original one slightly (item 1 was moved from the subscale Authentic Living to the subscale Accepting External Influence and item 4 was excluded); however, the modified factor model showed the best absolute and comparative fit statistics [CFI = 0.961, TLI = 0.949, RMSEA = 0.050 (90% CI [0.40; 0.60]) and SRMR = 0.037]. The reliability (McDonald's Omega) of the Authenticity Scale subscales was satisfactory and ranged from 0.78 to 0.84. It was revealed that youth are more likely to have high scores on Accepting External Influence and Self-Alienation than adults. Men and women did not significantly differ on the sub-scores of Authenticity Scale. Multigroup CFA also showed that Authenticity Scale scores may be biased in people with high levels of clinical depression, in terms of the item intercepts. Authentic Living is positively connected with mental wellbeing, self-esteem, positive affect, satisfaction with life, and negatively with depressive symptoms and negative affect; reverse trends were found for Accepting External Influence and Self-Alienation subscales. The Russian version of the Authenticity Scale is a valid, reliable tool that may be recommended for use in various areas of non-clinical practice.

Personality and Authenticity in Light of the Memory-Modifying Potential of Optogenetics

There has been a growing interest in research concerning memory modification technologies (MMTs) in recent years. Neuroscientists and psychologists are beginning to explore the prospect of controllable and intentional modification of human memory. One of the technologies with the greatest potential to this end is optogenetics-an invasive neuromodulation technique involving the use of light to control the activity of individual brain cells. It has recently shown the potential to modify specific long-term memories in animal models in ways not yet possible with other MMTs. As the therapeutic potential of optogenetics has already prompted approval of the first human trials, it is especially important and timely to consider the opportunities and dangers this technology may entail. In this article, we focus on possible consequences of optogenetics as an MMT by analyzing fundamental threats potentially associated with memory modifications: the potential disruption of personality and authenticity.

The Authenticity of the Others: How Teammates’ Authenticity Relates to Our Well-Being

Although prior research has linked being authentic to individual well-being, little is known about authenticity’s external effects, that is, whether being around those who are authentic is good or bad for us. Integrating authenticity research and social penetration theory, we propose that others’ authenticity facilitates a number of positive intra- and interpersonal processes. Using a sample of 715 employees nested in 109 teams working for a nonprofit organization, we found that teammate authenticity relates positively to focal employees’ work engagement and negatively to their emotional exhaustion. While teammate authenticity explained incremental validity in both outcomes beyond the focal employee’s self-authenticity, it did not moderate the link from self-authenticity to well-being. Thus, instead of further facilitating beneficial intra-individual processes, being around authentic teammates seems to trigger distinct beneficial (social) processes that are neglected when focusing merely on the authenticity of the individual employee.

Safeguarding Health at the Workplace: A Study of Work Engagement, Authenticity and Subjective Wellbeing among Religious Workers

Research in work and organizational psychology has paid little attention to religious workers, something certainly surprising as faith-based organizations play a key role in the welfare state of many countries. This research shows that religious workers in a Catholic order present a high degree of subjective wellbeing, both in terms of flourishing and satisfaction with life in general, and a positive balance of positive and negative feelings. More specifically, this study examines the relationship between authenticity and wellbeing amongst religious workers. Survey responses from 142 religious workers in Spain were analyzed using partial least squares path modelling. The results reveal that subjective wellbeing at work is positively related to authenticity. In addition, this relationship is mediated by their level of work engagement.

Subjective Well-Being From a Just-World Perspective: A Multi-Dimensional Approach in a Student Sample

In a cross-sectional study with N = 627 individuals (M age = 22.8, SD age = 7.3, 147 males, 480 females, 106 non-religious, 456 religious), we investigated personal belief in a just world (BJW) as a resource for undergraduates' subjective well-being and expected a positive relation between both constructs due to recent studies. We not only aimed at replicating but also extending recent findings by investigating a Russian sample, measuring different dimensions of well-being, and considering self-esteem and resilience as potential mediators in the relation of BJW and well-being. We also controlled for confounding effects of age, gender, religiosity, and general BJW. The findings show that personal BJW related to all investigated indicators of well-being (depressive symptoms, positive and negative affect, and mental well-being). Self-esteem mediated all relations between personal BJW and indicators of subjective well-being whereas resilience mediated relations of personal BJW to positive affect and mental well-being. The pattern of results persisted when we controlled for age, gender, religiosity, and general BJW. Our results confirm that the personal BJW world functions as a psychological resource in undergraduate students.

The Enigma of Being Yourself: A Critical Examination of the Concept of Authenticity

As the term is typically used, authenticity refers to the degree to which a particular behavior is congruent with a person’s attitudes, beliefs, values, motives, and other dispositions. However, researchers disagree regarding the best way to conceptualize and measure authenticity, whether being authentic is always desirable, why people are motivated to be authentic, and the nature of the relationship between authenticity and psychological well-being. In this article, we examine existing views of authenticity, identify questionable assumptions about the concept of authenticity, and discuss issues regarding subjective feelings of inauthenticity, the implications of authenticity for psychological and social well-being, and the importance that people place on being authentic.

Authenticity in Context: Being True to Working Selves

The core premise of this article is that it is scientifically informative and psychologically meaningful to conceptualize and assess authenticity in context. I begin by providing some theoretical background on the nature of the self-concept, highlighting how the self-concept is composed of a collection of selves, with different selves activated and therefore at play in different contexts. This basic fact, that the self-concept is both multifaceted and malleable, implies that authenticity is a construct that requires study at a contextual level. I illustrate this by reviewing theory and findings from 3 areas of research, incorporating studies from my laboratory throughout. These areas are (a) authenticity in the context of close relationships; (b) authenticity in hierarchical contexts, wherein one occupies a lower versus higher position of social power; and (c) authenticity in relation to the larger cultural context. Finally, I address a number of issues and questions that arise when considering authenticity in context and propose a number of directions for future research on the context-specific nature of authenticity.

Sketching the Contours of State Authenticity

We outline a program of research in which we examined state authenticity, the sense of being one’s true self. In particular, we describe its phenomenology (what it feels like to be experience authenticity), its correlates (e.g., emotions, needs), its nomological network (e.g., real-ideal self overlap, public and private self-consciousness), its cultural parameters (Easter and Western culture), its precursors or determinants (congruency, positivity, and hedonism), and its psychological health implications. We conclude by arguing that state authenticity deserves its own conceptual status, distinct from trait authenticity, and by setting an agenda for future research.

A Compassionate Self Is a True Self? Self-Compassion Promotes Subjective Authenticity

Theory and research converge to suggest that authenticity predicts positive psychological adjustment. Given these benefits of authenticity, there is a surprising dearth of research on the factors that foster authenticity. Five studies help fill this gap by testing whether self-compassion promotes subjective authenticity. Study 1 found a positive association between trait self-compassion and authenticity. Study 2 demonstrated that on days when people felt more self-compassionate, they also felt more authentic. Study 3 discovered that people experimentally induced to be self-compassionate reported greater state authenticity relative to control participants. Studies 4 and 5 recruited samples from multiple cultures and used a cross-sectional and a longitudinal design, respectively, and found that self-compassion predicts greater authenticity through reduced fear of negative evaluation (Study 4) and heightened optimism (Study 5). Across studies, self-compassion’s effects on authenticity could not be accounted for by self-esteem. Overall, the results suggest that self-compassion can help cultivate subjective authenticity.

Why do women want to be beautiful? A qualitative study proposing a new "human beauty values" concept

This study investigated the underlying reasons women desire to be beautiful in South Korean, Chinese, and Japanese cultures by proposing a new concept called human beauty value (HBV). This exploratory qualitative study includes a literature review in related disciplines and the results from ten focus group interviews. Based on the interviews, this study proposes four dimensions of HBV (i.e., superiority, self-development, individuality, and authenticity) and a hierarchical process among the antecedents (i.e., social comparison, social competition, and social norms), the pursuit of HBV, and the consequences (i.e., emotional, attitudinal, and behavioral aspects). Participants from each culture revealed a unique hierarchical process of HBV that reflects both cultural universality and specificity. The results of this study lead to new knowledge about East Asian women's identities and perceptions of beauty. In addition, the proposed concept, HBV, can broaden the academic lens for beauty-related disciplines.

State Authenticity as Fit to Environment: The Implications of Social Identity for Fit, Authenticity, and Self-Segregation

People seek out situations that "fit," but the concept of fit is not well understood. We introduce State Authenticity as Fit to the Environment (SAFE), a conceptual framework for understanding how social identities motivate the situations that people approach or avoid. Drawing from but expanding the authenticity literature, we first outline three types of person-environment fit: self-concept fit, goal fit, and social fit. Each type of fit, we argue, facilitates cognitive fluency, motivational fluency, and social fluency that promote state authenticity and drive approach or avoidance behaviors. Using this model, we assert that contexts subtly signal social identities in ways that implicate each type of fit, eliciting state authenticity for advantaged groups but state inauthenticity for disadvantaged groups. Given that people strive to be authentic, these processes cascade down to self-segregation among social groups, reinforcing social inequalities. We conclude by mapping out directions for research on relevant mechanisms and boundary conditions.

Suspended transitions and affective orderings: From troubled monogamy to liminal polyamory

While monogamy is the norm for romantic and intimate relationships in contemporary western societies, having other sexual and affective interactions alongside a monogamous relationship is a common practice. Instead of a unilateral and/or covert non-monogamy, polyamory promises a consensual, ethical, and responsible non-monogamy. The personal transformation of normative cultural frameworks is fundamental to the experience of “becoming polyamorous.” This article explores such occasions using the notion of liminality in order to illustrate the phenomenon of “liminal hotspots.” Focusing on a specific and exemplary case describing the first stages of a polyamorous relationship, the paper explores the reordering of social formations involved. In this case, “becoming polyamorous” is expressed through a process of suspended transition where categories can be described as both/and monogamous/polyamorous and neither/nor monogamous/polyamorous.

Reciprocal Relations between Work-Related Authenticity and Intrinsic Motivation, Work Ability and Depressivity: A Two-Wave Study

This study investigates the role of context-specific authenticity at work for work-related outcomes (intrinsic motivation, work ability) and depressivity. Furthermore reciprocal relations between work-related authenticity and healthy psychological functioning are investigated. Longitudinal data from 1,243 employees from 63 subsidiaries of a non-profit organization in the social sector were analyzed using multilevel structural equation modeling. Work-related authenticity at T1 predicted work ability and depressivity, but not intrinsic motivation at T2, about 6 months later. Work-related authenticity at T2 was predicted by intrinsic motivation and depressivity, but not by work ability at T1. We conclude that work-related authenticity and healthy psychological functioning are positively reinforcing each other. Thus, enabling employees to be authentic supposedly increases their well-being and is a pivotal opportunity for organizations to foster health and performance-related indicators like work ability and prevent negative health indicators like depressivity. At the same time, authenticity of employees can be fostered through workplace health promotion.

Perceived organizational culture and engagement: the mediating role of authenticity

Purpose

– The idea of being authentic at work is gaining traction in both academia and organizations. The purpose of this paper is to test whether four types of perceived organizational culture (hierarchical, clan, market, and adhocracy) influence employees’ authenticity and whether behaving more authentically at work influences the extent to which employees are engaged with their jobs.

Design/methodology/approach

– The sample includes 208 professionals working in a variety of industries in Brazil. Hypotheses are tested using structural equation modeling.

Findings

– Results indicate that environments that are perceived to be more inclusive and participative, and that incentivize autonomy (i.e. clan and adhocracy cultures) neither nurture nor inhibit authenticity. On the other hand, cultures perceived to emphasize stability, order, and control (i.e. hierarchy and market cultures) are negatively related to authenticity. In addition, employees who behave more authentically at work are more engaged with their jobs. Authenticity at work also mediates the relationship between hierarchical and market cultures and work engagement.

Originality/value

– The authors address the call of Roberts et al. (2009) for more research associated with the role that the organizational context plays in the development of authenticity. With the focus on authenticity the authors broaden the range of work engagement antecedents already discussed in the literature (Christian et al., 2011).

State Authenticity in Everyday Life

We examined the components and situational correlates of state authenticity to clarify the construct's meaning and improve understanding of authenticity's attainment. In Study 1, we used the day reconstruction method (participants assessed real–life episodes from ‘yesterday’) and in Study 2 a smartphone app (participants assessed real–life moments taking place ‘just now’) to obtain situation–level ratings of participants’ sense of living authentically, self–alienation, acceptance of external influence, mood, anxiety, energy, ideal–self overlap, self–consciousness, self–esteem, flow, needs satisfaction, and motivation to be ‘real’. Both studies demonstrated that state authentic living does not require rejecting external influence and, further, accepting external influence is not necessarily associated with state self–alienation. In fact, situational acceptance of external influence was more often related to an increased, rather than decreased, sense of authenticity. Both studies also found state authentic living to be associated with greater, and state self–alienation with lesser: positive mood, energy, relaxation, ideal–self overlap, self–esteem, flow, and motivation for realness. Study 2 further revealed that situations prioritizing satisfaction of meaning/purpose in life were associated with increased authentic living and situations prioritizing pleasure/interest satisfaction were associated with decreased self–alienation. State authenticity is best characterized by two related yet independent components: authentic living and (absence of) self–alienation. Copyright © 2015 European Association of Personality Psychology

Prevent the blue, be true to you: Authenticity buffers the negative impact of loneliness on alcohol-related problems, physical symptoms, and depressive and anxiety symptoms

This study investigated authenticity as a moderator of the association between loneliness and depressive symptoms, anxiety, physical symptoms, and alcohol-related problems. It was expected that loneliness and health outcomes would be negatively related and that relationship would be weaker among those higher in authenticity. Significant interactions emerged between authenticity and loneliness for each outcome such that authenticity mitigated the relationship between higher loneliness and negative health outcomes. Results suggest that authenticity may be an underutilized resource for lonely individuals and warrants future investigation. The potential implications are diverse and could be incorporated in college adjustment and health promotion programs.

Identifying differences in the experience of (in)authenticity: a latent class analysis approach

Generally, psychologists consider state authenticity – that is, the subjective sense of being one’s true self – to be a unitary and unidimensional construct, such that (a) the phenomenological experience of authenticity is thought to be similar no matter its trigger, and (b) inauthenticity is thought to be simply the opposing pole (on the same underlying construct) of authenticity. Using latent class analysis, we put this conceptualization to a test. In order to avoid over-reliance on a Western conceptualization of authenticity, we used a cross-cultural sample (N = 543), comprising participants from Western, South-Asian, East-Asian, and South-East Asian cultures. Participants provided either a narrative in which the described when they felt most like being themselves or one in which they described when they felt least like being themselves. The analysis identified six distinct classes of experiences: two authenticity classes (“everyday” and “extraordinary”), three inauthenticity classes (“self-conscious,” “deflated,” and “extraordinary”), and a class representing convergence between authenticity and inauthenticity. The classes were phenomenologically distinct, especially with respect to negative affect, private and public self-consciousness, and self-esteem. Furthermore, relatively more interdependent cultures were less likely to report experiences of extraordinary (in)authenticity than relatively more independent cultures. Understanding the many facets of (in)authenticity may enable researchers to connect different findings and explain why the attainment of authenticity can be difficult.

Trait and State Authenticity Across Cultures

We examined the role of culture in both trait and state authenticity, asking whether the search for and experience of the “true self” is a uniquely Western phenomenon or is relevant cross-culturally. We tested participants from the United States, China, India, and Singapore. U.S. participants reported higher average levels of trait authenticity than those from Eastern cultures (i.e., China, India, Singapore), but this effect was partially explained by cultural differences in self-construal and thinking style. Importantly, the experience of state authenticity, and especially state inauthenticity, was more similar than different across cultures. In all, people from different cultures do experience authenticity, even if they do not endorse the (Western) value of “independence.” The findings contribute to a more nuanced understanding of state authenticity.