Authentic self-expression influences work outcomes by increasing psychological capital

Although psychological capital’s (PsyCap) effect on the critical work outcomes of organizational commitment, work engagement, and reduced turnover intention is well-researched, there is still relatively little understanding as to how PsyCap resources can be developed for the benefit of both employees and organizations. We address this important issue by empirically testing the effect of authentic self-expression on PsyCap. In addition, we test the indirect effect of PsyCap in the relationship between authentic self- expression and the aforementioned work outcomes. Finally, we examine the moderating effect of minority status in the relationship between authentic self- expression and PsyCap. Data were collected from 514 graduate employees across Australia who are currently working in a major international consulting firm. The results demonstrated that there is a significant positive relationship between authentic self-expression and PsyCap and that PsyCap resources mediate the relationship between authentic self-expression and work outcomes. Contrary to expectations, minority status did not moderate the relationship between authentic self-expression and PsyCap. Our paper contributes to the literature by demonstrating the role of authentic self-expression in the development of PsyCap within the workplace. We recommend practical ways of cultivating authentic self-expression by providing training that encourages self-awareness for both managers and employees.