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Politics has been defined as “the art of the possible.” But where possibilities are concerned, choices must be made; and this leads us directly to value theory, as do both educational theory and critical social theory. Indeed, they all lead not only to value theory, but to “quality of life” theory — and this in turn raises what might be called the question of a normative philosophical anthropology, concerned with the interpretation and assessment of human life, not only in its general contours but also in its variability. It too deals with human possibilities; and it might be argued to be concerned with issues that are fundamental to any “critical social theory” — political, cultural or educational.

This paper aims to test a moderated mediation model linking person-environment fit with workplace outcomes (engagement, meaning at work and performance) through authenticity (authentic living and self-alienation). Self-deception was included as a moderator of these relationships.

Data were collected from 163 employees in a large department using an online survey. The hypotheses were tested using the PROCESS Macro for SPSS, which conducts bootstrapped moderated mediation analyses.

Results showed that person-environment fit facets were positively related to engagement, meaning and performance through authentic living and negatively related through self-alienation. These relationships were significant at low to moderate levels of self-deception.

Despite its small sample size, this study used a time-lagged design to mitigate the limitations associated with cross-sectional studies. Further, it expanded the research on authenticity in the workplace by illustrating the interplay of authenticity with fit, self-deception and workplace outcomes.

Organisations stand to gain from encouraging authenticity at work, and this can be achieved by ensuring person-environment fit. While self-deception can act as a protective factor against low perceptions of person-environment fit, organisations should strive to create a culture that values diversity and self-expression.

This study is among the first to explore authenticity at work and the first to empirically examine the authenticity and person-environment fit relationship in relation to outcomes, considering individual propensity for motivated bias.

This chapter addresses the alienability or inalienability of the bodily self by looking at continuing legal, economic, and cultural issues surrounding three case studies: the growth of cell lines, live organ transfer, and the practices of “forced prostitution” as a contemporary form of slavery. The essay contends that it is, ironically, Locke and Hegel's shared hyperliberal notion of the self as inalienable property that sustains a potential basis, in law and in culture, for troubling cases of self-alienation which persist in the case studies offered.

Metacognition – or learning how to learn – is an important competence in business and academic settings. The purpose of this paper is to examine individual difference predictors of metacognition, including two traditional (general mental ability (GMA), five-factor model (FFM) personality traits) ones, and a novel one, individual authenticity.

Volunteers (n=243) were asked to rate the extent to which they agreed with the respective statements on a seven-point Likert-type scale for GMA, FFM personality traits, and authenticity measures. Data were collected at different points in time to introduce psychological separation among the study measures.

The authors found that while metacognition is not predicted by GMA, it is positively predicted by two of the five-factor model personality traits, conscientiousness, and extraversion. More importantly, the authors examined that individuals’ authenticity – in the form of (low) self-alienation – will enhance metacognition, over-and-above the previously mentioned predictors.

The authors attempt to broaden the understanding of authenticity and its relationship with another important outcome construct, metacognition along with GMA and personality traits, in academic settings.

As a major concept in sociological theory, estrangement can be understood through a diversity of theoretical lenses. However, there is a tendency among sociologists to identify the idea of estrangement with a version of alienation. In this chapter, I counter this tendency to reduce estrangement to one of its conceptual possibilities. To provide a theoretical analysis of estrangement, I first examine the classical views of the issue. I argue that classical theories – both critical and interpretive – fail to theorize sufficiently self-estrangement, a dimension of the concept that remains underexplored. Thus, I move beyond classical sociology to reconstruct the idea of self-estrangement, drawing on more recent interpretive and critical theories, especially theories of social interaction and the self. Specifically, I discuss several interactional forms of self-estrangement, and the connection between self-estrangement, institutional contexts, emotions and the body. Finally, I consider this concept in the context of civil society. This discussion demonstrates the merits of a focus on self-estrangement applied to the study of political exclusion.

In the service industry, there is an involvement of the human factor which comprises continuous interpersonal interactions. Sometimes, these interactions create incongruence between displayed and felt emotions which distract the employees from their authentic self and impair their well-being. This paper aims to made an attempt to review different studies to identify an association between authenticity at the workplace and employee well-being with reference to emotional work.

The different studies have been reviewed mentioning the association between authenticity at the workplace and employee well-being with reference to emotional work published during the period of 1983–2020. The database which is used to identify and extract the research papers includes APA PycNET, Business Perspectives, Elsevier, Emerald Insight, Inderscience Publishers, SAGE, Taylor and Francis, etc. The keywords used for shortlisting the studies include employee well-being, emotional work, emotional dissonance, job satisfaction, surface acting, authenticity, burnout, authentic living, self-alienation.

The study has determined that emotional work influences the authenticity of an employee which further impacts the well-being of employees.

The present review would aid the researchers in explaining the relevance of authenticity at the workplace for enhancing the employee well-being specifically in emotional work settings.

Promoting well-being at the workplace requires an action-oriented approach from the national level also. Hence, the present study may help in drawing inferences for framing well-being policies for employees at the national level.

The paper is amongst the few reviews which have analysed the substantial role of authenticity in the context of emotional work to improve employee well-being.

The aim of this chapter is to examine and problematize the taken-for-granted conceptual understanding of risk practices in sport cultures. By inspecting the mainstay, and one might argue relatively stagnant, constructions of risk in the sociological study of sport, a case for attending to a wider range of risk-based ideologies and cultural practices is presented. The chapter ventures away from viewing risk as predominantly physical in sport settings and constructing athletes as oppressed agents who naively acquiesce to practices of self-injury and self-alienation in sport cultures. Emphasis is given to a broad spectrum of risks undertaken in the practice of sport, and the reflexive, personal nature by which risk may be understood by sports and physical culture participants.

In the first part of the chapter, the relatively simplistic or unidimensional construction of risk in sociological research in sport is reviewed. In the second part, the complexity of the concept of risk is then discussed alongside case examples that push the analytical boundaries of how risk is a multidimensional construct of athletes’ minds, bodies, selves, beliefs, values, and identities in a host of relational contexts.

Risk is best understood as a set of practices and belief that exists on a continuum in sport and physical cultures. Risk-taking in sport, however, can be personally injurious and detrimental along a number of lines but is also often calculated, personally/group satisfying and existentially rewarding at times. If the concept of risk is to be applied and interrogated in sport and physical cultures, it should be done so, therefore, in radically contextual manners.

This chapter illustrates the need for new and exploratory theoretical understandings of what risk means to athletes and other participants in sport and physical culture. New substantive topics are proposed, as are methodological suggestions for representations of the unfolding risk in the process of “doing” sport.

Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees’ ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand.

In total, 680 Dutch bank employees participated to the study. Structural equation modelling was used to test the goodness-of-fit of the hypothesized model. Bootstrapping (Preacher and Hayes, 2008) was used to examine the meditative effect of state authenticity.

Results showed that job resources were positively associated with authenticity and, in turn, that authenticity was positively related to work engagement, job satisfaction, and performance. Moreover, state authenticity partially mediated the relationship between job resources and three occupational outcomes.

Main limitations to this study were the application of self-report questionnaires, utilization of cross-sectional design, and participation of a homogeneous sample. However, significant relationship between workplace characteristics, occupational outcomes, and state authenticity enhances our current understanding of the JD-R Model.

Managers might consider enhancing state authenticity of employees by investing in job resources, since high levels of authenticity was found to be strongly linked to positive occupational outcomes.

This study is among the first to examine the role of authenticity at workplace and highlights the importance of state authenticity for work-related outcomes.

The purpose of this article is expository in the main; critical to a lesser degree. It will attempt to show how Karl Marx, enraged by the imperfections and inhumanity of the capitalist society, “fought” for its supersession by the communist society on which he dwelt so fondly, that society which would emerge from the womb of a dying capitalism. It asks such questions as these: Is it possible to create the truly human society envisaged by Marx? Is perfection of man and society a mere will‐o'‐the‐wisp? A brief analysis, therefore, of the imperfections of capitalism is undertaken for the purpose of revealing the evils which Marx sought to eliminate by revolution of the most violent sort. In this sense, the nature of man under capitalism is analysed. Marx found the breed wanting, in a word, dehumanised. An attempt is, therefore, made to discuss the new man of Marxism, man's own creation, and the traits of that new man, one freed at last from the alienating effects of private property, division of labour, money, and religion. Another question that springs to mind is this: how does Marx propose to transcend alienation?

Marx's formulation of the alienation problematic is grounded in a strategic set of underlying assumptions concerning the human condition. On the one hand, people are seen as the creators of their material and mental world through their labour activity. They are endowed with natural human qualities, creative powers and historically existing potentialities that are essential to human growth. People are, in essence, free, creative, productive beings of praxis in conscious control of their activities and the world they have created. But the material and mental products of human labour (e.g. commodities, ideas, social institutions) assume an autonomous life of their own. They come to rule over people as dehumanizing objects and powers, as alien and hostile forces operating independently above and against the common will of their own creators. People no longer experience themselves as active human agents in conscious control of their life circumstances. Their own productive activities, human creations, social relationships and nature at large remain alien and beyond their grasp. The realization of natural human capacities and potentialities for a genuinely human life in an alienating world of domination and oppression is consequently thwarted, repressed or denied. Alienation is construed as a universal social phenomenon that pervades all spheres of human life in the existing world.