As a strategy for coping with perceived job insecurity in the workplace, some employees will suppress their personal values and pretend to embrace organisational values. While this response can be unconscious, this timely research finds that the conscious effort to better 'fit in' via inauthentic expression, can become taxing and threaten employees' commitment to their organisation.
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CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Why focusing on years of experience could help reduce bias against returners
Research shows less than 1 in 10 organisations are focusing on improving social mobility at work. Dr Jill Miller, the CIPD's senior policy adviser on diversity and inclusion, discusses how employers can take action
A look at cultural differences in meeting processes and expectations
Why focusing on years of experience could help reduce bias against returners
The case for giving people more working-time autonomy
How applicants’ emotional restraint or exuberance can influence hiring decisions
How do performance-driven organisations impact on employee wellbeing?