Authenticity at work (AAW) is an important work-related state. Little is known about how other work-related resources can promote AAW and the link between AAW and organizational self-actualization (OSA). In three studies, we drew on conservation of resource theory to determine whether AAW serves as a mediator between three distinct work-related resources (i.e., social support at work, job autonomy, authentic leadership) and OSA. Studies 1 and 2 used a cross-sectional design (Ns = 209; 597), and study 3 used a two-wave longitudinal design (N = 143) to evaluate data from employees. While studies 1 and 2 supported a positive, indirect relation between job autonomy, social support at work, and OSA via AAW, study 3 and additional post hoc findings challenged these results. Alternatively, a reciprocal, cross-lagged effect of OSA on AAW is plausible. Lagged effects from work-related resources to AAW or OSA were not supported in study 3. Authentic leadership (AL) was not related to OSA via AAW. Instead, post hoc analysis suggested two serially mediated links between AL and OSA. All three studies confirmed the proposed factor structures of AAW and OSA. The findings extend both our knowledge regarding the concepts of AAW and OSA and the promotion of AAW and its relation to OSA. We discuss the dynamics of work-related resources, AAW, and OSA and conclude with implications for future research, organizations, leaders, and employees.

工作真实性 (AAW) 是与工作相关的重要状态。关于其他与工作相关的资源如何促进 AAW 以及 AAW 与组织自我实现 (OSA) 之间的联系，我们知之甚少。在三项研究中，我们利用资源保护理论来确定 AAW 是否在三种不同的工作相关资源（即工作中的社会支持、工作自主权、真正的领导力）和 OSA 之间起中介作用。研究 1 和 2 使用横断面设计 ( N s = 209; 597)，研究 3 使用两波纵向设计 ( N = 143) 来评估来自员工的数据。虽然研究 1 和 2 通过 AAW 支持工作自主权、工作中的社会支持和 OSA 之间存在积极、间接的关系，但研究 3 和其他事后发现对这些结果提出了挑战。或者，OSA 对 AAW 的相互、交叉滞后的影响是合理的。研究 3 不支持工作相关资源对 AAW 或 OSA 的滞后影响。真实领导 (AL) 与 AAW 的 OSA 无关。相反，事后分析表明 AL 和 OSA 之间存在两个连续介导的联系。所有三项研究都证实了 AAW 和 OSA 的因子结构。这些发现扩展了我们对 AAW 和 OSA 概念的了解，以及 AAW 的推广及其与 OSA 的关系。我们讨论了与工作相关的资源、AAW 和 OSA 的动态，并总结了对未来研究的影响，