Organizations espousing an authenticity ideology repel stigmatized job seekers.
研究发现，组织倡导真实性理念（鼓励员工“做自己”）反而会让受污名化的求职者感到风险更高、更受挫，从而降低对这类组织的吸引力，但提供基于证据的身份安全信号可以缓解这一负面效应。
Authenticity has been promoted for millennia; the modern workplace is no exception. Organizations, too, may espouse an authenticity ideology-encouraging employees to "be themselves" to achieve success. The espousal of such an ideology might be intended to signal identity safety, particularly to stigmatized job seekers. Instead, however, we propose that an espoused authenticity ideology may ironically frustrate and repel those who experience the most stigma. Across six experiments, we find that stigma in professional settings increases the tendency to view adhering to an espoused authenticity ideology-that is, engaging in authentic behavior-as risky, which prompts frustration and undermines attraction toward organizations that promote such an ideology. Further evincing our theoretical model, organizations that provide an evidence-based identity-safety cue can promote an authenticity ideology without triggering backlash from job seekers higher in stigma. This work contributes to the literature on authenticity and identity safety and offers practical implications for organizational messaging, particularly communications aimed at recruiting underrepresented or stigmatized employees. (PsycInfo Database Record (c) 2026 APA, all rights reserved).