Is ‘be yourself’ always the best advice? The moderating effect of team ethical climate and the mediating effects of vigor and demand–ability fit
基于自我验证理论，研究揭示员工在职场中展现真实自我（自我验证努力）如何通过提升活力和需求-能力匹配来改善工作绩效，且这一过程仅在团队伦理氛围高时有效。
Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verification striving serves to increase both employee vigor and demand–ability fit, ultimately leading to better job performance. Results of a multilevel, two-wave study involving 222 employees and their supervisors further revealed that ethical climates also play a critical role in affecting the self-verification striving–employee outcome relationship. Specifically, self-verification striving leads to higher vigor and better demand–ability fit and subsequently higher job performance only in teams with high ethical climates. Our results contribute to the literature by describing how and when self-verification striving may augment performance.