POSITIVELY REAL OR REALLY POSITIVE: WHY AND WHEN ARE AUTHENTIC ORGANIZATIONAL EMOTIONAL CULTURES ATTRACTIVE?

Restricted (Penn State Only)
Author:
England, Katelyn Elizabeth
Graduate Program:
Psychology
Degree:
Master of Science
Document Type:
Master Thesis
Date of Defense:
April 26, 2018
Committee Members:
  • Alicia Ann Grandey, Thesis Advisor
  • Rustin David Meyer, Committee Member
  • Jessica Lynn Matsick, Committee Member
Keywords:
  • authenticity
  • signaling theory
  • emotional culture
Abstract:
There has been a recent push toward authenticity, yet there is a lack of understanding of how authenticity influences attraction to organizations. This study examined how organizational emotional cultures influence attraction to organizations through the mechanisms of anticipated surface acting and anticipated interpersonal justice. Further, this study identified how gender and neuroticism differentially influence who is attracted to which emotional culture. Results show that a non-expressive culture is seen as less attractive than a positive or authentic emotional culture. Further, both anticipated surface acting and interpersonal justice mediate the relationship between emotional culture and attraction. However, there were no conditional indirect effects, such that gender and neuroticism do not differentially predict attraction.