Relational authenticity in workplace friendships

\r\nOrientation\r\nThis article focuses on the role of women’s workplace friendships in eliciting relational authenticity. Women in managerial and professional positions are often in the minority at work and minority groups are likely to experience greater challenges in expressing themselves authentically at work.\r\n\r\n\r\nResearch purpose\r\nThis study aimed to examine how workplace friendships elicit relational authenticity among women in professional and managerial positions in the private sector in South Africa.\r\n\r\n\r\nMotivation for the study\r\nWorkplace authenticity is important for well-being, social fit at work and performance, but can be difficult to attain due to the risks involved. The study proposed that workplace friendships encourage authenticity, providing spaces where women feel accepted and able to express themselves authentically.\r\n\r\n\r\nResearch approach/design and method\r\nA qualitative research design was followed. Semi-structured interviews were conducted with 13 women.\r\n\r\n\r\nMain findings\r\nThe key finding was that authentic self-expression becomes embedded in high quality workplace friendships where women can self-disclose. These friendships offer acceptance, self-verification and enhanced social fit.\r\n\r\n\r\nPractical/managerial implications\r\nOrganisations need to consider how they can encourage friendships and other workplace relationships that facilitate relational authenticity and enhance employees’ social fit in the changing world of work.\r\n\r\n\r\nContribution/value-add\r\nThe study expands authenticity research beyond the individual, team or followership contexts to informal relationships with friends at work. It provides a deeper understanding of how workplace friendships facilitate relational authenticity through self-verification and social fit. These processes could be applied to other workplace relationships to enhance authenticity and its benefits to different work arrangements.\r\n