Addressing Gender in Authenticity and Inclusion at Work: Nuancing Conservation of Resources Theory With Social Role Theory

Abstract

In this paper we elucidate how gender may influence the mechanisms and conditions under which perceived inclusion climate facilitates authenticity at work. We nuance conservation of resources theory with social role theory to argue that perceived inclusion climate acts as a caravan passageway through which authenticity at work can be fostered, yet how inclusion climate relates to authenticity is different for men versus for women. We hypothesize that men will feel more authentic when they perceive their organization to be inclusive because such perceptions enable them to feel unique, whereas women will feel more authentic when in inclusive organizations because such environments foster their belongingness. In a time-lagged study, we find that for women, it is belongingness that is the mediating process, whereas for men, it is both uniqueness and belongingness. We additionally propose, and find, that structural empowerment, as an HRM contextual resource caravan, moderates the relationships between perceived inclusion climate and belongingness/uniqueness for women but not for men. Here, structural empowerment is particularly important for women's needs for belongingness and uniqueness when they perceive their organization be not very inclusive. Overall, we contribute to workplace inclusion and authenticity literatures by underscoring the need to consider gender differences in more depth.