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Wu W, Hao W, Zeng G, Du W. From personality types to social labels: the impact of using MBTI on social anxiety among Chinese youth. Front Psychol 2024; 15:1419492. [PMID: 39295764 PMCID: PMC11408848 DOI: 10.3389/fpsyg.2024.1419492] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/23/2024] [Accepted: 08/19/2024] [Indexed: 09/21/2024] Open
Abstract
Introduction As the Myers-Briggs Type Indicator (MBTI) gains popularity among Chinese young people, it has undergone a gradual transition from being perceived as a personality assessment tool to being regarded as a social label. The objective of this study was to ascertain whether the use of the MBTI as a social label has an impact on social anxiety among Chinese youth groups. Methods A questionnaire survey was conducted on social media platforms to recruit Chinese youth aged 18 to 35. A total of 247 males and 222 females participated in the study, and the data was analyzed quantitatively using SPSS software and the Process macro plugin. Results The study found no strong correlation between MBTI as a social label and social anxiety. Moreover, this study introduced ego identity, belonging, and impression management as mediating variables and found that, under the influence of ego identity and impression management, the use of MBTI has a significant impact on social anxiety. Discussion The research reveals the complex role of MBTI among Chinese youth and provides a new perspective for understanding the impact of online social labels on the mental health of youth groups. Of course, this study also has limitations in terms of sample size and variable control. Future research should expand the sample size, introduce more potential influencing factors, and further validate and expand the existing conclusions.
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Affiliation(s)
- Wenjing Wu
- School of Journalism and Communication, Shanghai International Studies University, Shanghai, China
| | - Wenzhu Hao
- School of Journalism and Communication, Shanghai International Studies University, Shanghai, China
| | - Gao Zeng
- School of Journalism and Communication, Shanghai International Studies University, Shanghai, China
| | - Weiyi Du
- School of Journalism and Communication, Shanghai International Studies University, Shanghai, China
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2
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Tran C, Sezer B, van Osch Y. Who expresses their pride when? The regulation of pride expressions as a function of self-monitoring and social context. Cogn Emot 2024:1-11. [PMID: 38532640 DOI: 10.1080/02699931.2024.2333070] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/14/2021] [Accepted: 03/13/2024] [Indexed: 03/28/2024]
Abstract
Pride expressions draw attention to one's achievement, and therefore can enhance one's status. However, such attention has been linked to negative interpersonal consequences (i.e. envy). Fortunately, people have been found to regulate their pride expressions accordingly. Specifically, pride expressions are lower when the domain of the achievement is of high relevance to observers. We set out to replicate this effect in a non-Western sample. Additionally, we extended the current finding by investigating the moderating role of self-monitoring, an individual's ability and willingness to adjust their behaviours under different social contexts to cultivate status. This allows us to explore the previously assumed underlying status motive in regulating pride expressions. Data from two preregistered studies (N1 = 913; N2 = 1081) replicated the effect that pride expressions are inhibited when the achievement domain is relevant. A significant main effect of self-monitoring was found, such that high self-monitors express more pride than low self-monitors, consistent with the conceptualisation of self-monitoring as rooted within a status-enhancement motive. The assumed interaction effect between domain relevance and self-monitoring was not significant. Our findings suggest that the effect of domain relevance on pride expression is robust and status driven.
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Affiliation(s)
- Chau Tran
- Department of Social Psychology, Tilburg University, Tilburg, the Netherlands
| | - Bengisu Sezer
- Department of Social Medicine, Maastricht University, Maastricht, the Netherlands
| | - Yvette van Osch
- Department of Social Psychology, Tilburg University, Tilburg, the Netherlands
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3
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Chen C, Wu W, Ni D, Zhang M, Zhang Y. Praising ‘me’ or ‘we’? Different types of self-promotion and career success. JOURNAL OF MANAGEMENT & ORGANIZATION 2023. [DOI: 10.1017/jmo.2023.19] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/08/2023]
Abstract
Abstract
Self-promotion, widespread in the workplace, has received extensive attention from scholars. However, due to the narrow one-dimensional structure of traditional self-promotion and the limitations of theoretical thinking, its antecedents and consequences are still unclear. Therefore, we propose a new pair of self-promotion behaviors (sole self-promotion and joint self-promotion), and develop the measures based on a more grounded definition of self-promotion. In phase 1, we developed the scales of sole self-promotion and joint self-promotion (sample 1), and assessed their psychometric properties (i.e., content validity, factor structure, and reliability) by using two samples (samples 2 and 3). In phase 2, using three-wave data (sample 4) with two sources (employees and coworkers), we tested the overall model based on social comparison theory, examining the antecedents and consequences of sole and joint self-promotion, and exploring the different effects of these two behaviors on career success. Overall, our research offers new insight into self-promotion research and provides a useful tool to evaluate employee self-promotion. Implications for theory and practice, and suggestions for future research are discussed.
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Ni H, Li Y, Zeng Y, Duan J. The double-edged sword effect of employee impression management and counterproductive work behavior: From the perspective of self-control resource theory. Front Psychol 2023; 14:1053784. [PMID: 36818121 PMCID: PMC9928963 DOI: 10.3389/fpsyg.2023.1053784] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2022] [Accepted: 01/09/2023] [Indexed: 02/04/2023] Open
Abstract
Why do people who seem to be doing well in the workplace occasionally behave badly? Because these employees may be using impression management tactics to create an image. Existing studies have focused on comparing the differences in the use of impression management among different individuals, but cannot explain why a well-behaved individual sometimes behaves badly. Based on the theory of self-control resources, we adopts the survey method of job logs and collects the data of 121 employees. The results show that: (1) the use of self-promotion tactics and ingratiation tactics will promote the depletion of self-control resources. (2) The depletion of self-control resources will encourage employees to engage in counterproductive work behaviors. (3) The effect of self-promotion tactic and ingratiation tactic on the depletion of self-control resources was moderated by emotional intelligence. In the case of high emotional intelligence, this effect is attenuated. And vice versa. (4) Under high emotional intelligence and low emotional intelligence, the indirect effects of self-promotion tactic and ingratiation tactic on employees' counterproductive work behaviors are significantly different. Our research breaks through the between-individual perspective and illustrates the double-edged sword effect of self-promotion tactic and ingratiation tactic on employee counterproductive work behavior and its mechanism from the internal perspective, which is highly innovative.
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Affiliation(s)
- Hui Ni
- Economics and Management School, Wuhan University, Wuhan, China
| | - Yi Li
- Office of Research, Wuhan Business University, Wuhan, China
| | - Yimei Zeng
- Research Institute for Development of Science and Technology, Hubei University of Technology, Wuhan, China
| | - Jia Duan
- Dong Fureng Institute of Economic and Social Development, Wuhan University, Wuhan, China,*Correspondence: Jia Duan, ✉
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5
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Ghosh K, Sinha S, Sharma D. Virtual fun in a virtual workplace: employee socialization for “work from home”. BENCHMARKING-AN INTERNATIONAL JOURNAL 2023. [DOI: 10.1108/bij-11-2021-0637] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/13/2023]
Abstract
PurposeThis paper introduces “virtual fun at the virtual workplace” and conceptualizes its impact on virtual socialization and the formation of virtual professional ties. The conceptual model also recognizes the moderation of a few variables: “awareness of being observed,” “diversity in the virtual workplace” and “virtual impression management.”Design/methodology/approachThe paper takes a theoretical approach to develop a conceptual framework of virtual fun in the virtual workplace, drawing on social exchange theory (SET) and social network theory (SNT).FindingsThe study extends the tenets of the SET and extends the applicability of SNT to a virtual workplace. The study suggests that managers should introduce semi-organized virtual fun during scheduled breaks within work hours to aid in virtual socialization, which further aids in the formation and strengthening of “professional ties” in the virtual workplace.Originality/valueThis study is the first of its kind to conceptualize a model for virtual fun in the virtual workplace.
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6
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Escribano PI. A relational identity approach to study the antecedents of family supportive supervision. Front Psychol 2022; 13:1026352. [PMID: 36562068 PMCID: PMC9764014 DOI: 10.3389/fpsyg.2022.1026352] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/23/2022] [Accepted: 11/16/2022] [Indexed: 12/12/2022] Open
Abstract
This research focuses on the antecedents of family supportive supervisor behaviors (FSSB) - the support from supervisors that can help employees manage their competing demands across work and nonwork domains. Drawing on theories of relational identity and self-construal, I conceptualize subordinates' likeability (interpersonal abilities) and competence (task abilities) as antecedents of family supportive supervisor behaviors, and examine whether supervisors' relational identification with subordinates mediates this relationship. In addition, I also examine the extent to which this mediation depends on the level of relational self-construal of supervisors. Data from 205 subordinates and 84 supervisors from a Chilean private bank and results support the hypothesized mediated moderation model. While supervisors' relational identification with subordinates fully mediates the relationship between competence and family supportive supervisor behaviors, supervisors' relational identification with subordinates partially mediates the relationship between subordinates' likeability and family supportive supervisor behaviors. Further, supervisors' relational identification with subordinates mediates the relationship between likeability and family supportive supervisor behaviors when supervisors' relational self-construal is high to medium but not when it is low. Overall, this research offers a novel lens for better understanding subordinates as more than mere recipients of supervisory behaviors.
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Krings F, Manoharan S, Mendes de Oliveira A. Backlash for high self‐promotion at hiring depends on candidates' gender and age. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12410] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Franciska Krings
- Department of Organizational Behavior University of Lausanne Lausanne Vaud Switzerland
| | - Saranya Manoharan
- Department of Organizational Behavior University of Lausanne Lausanne Vaud Switzerland
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8
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Gedik Y, Rink FA, Walter F, Van der Vegt GS. A contingency model of the dominance route to influence in work teams: The moderating role of team competition. GROUP PROCESSES & INTERGROUP RELATIONS 2022. [DOI: 10.1177/13684302221135075] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
This paper presents a contingency model on the effectiveness of dominance as a route to influence in organizational work teams. In a field study ( n = 397 members from 54 work teams), we observed that perceived intra-team competition represents a key context factor that moderates the relationship between dominance displays and influence attainment. Although dominant members attained more influence than non-dominant members, their influence was proportionally greater when team competition was high, rather than low. A follow-up scenario experiment ( n = 429 participants) confirmed the proposed causal direction of this interaction effect. Moreover, this study showed that normative evaluations of (non-)dominant behavior drive the findings. Dominance displays were considered more appropriate, normal, and functional (i.e., normative) in teams with high competition, whereas non-dominant behavior was seen as more normative in teams where competition was low. Consequently, non-dominant members also gained influence in this last team situation, reducing the relative influence advantage of dominant members. The results support both the functional view and the contextual value perspective on hierarchy formation in teams, and inform organizations about how they can prevent dominance-based influence processes.
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Affiliation(s)
- Yeliz Gedik
- Department of Management, Faculty of Economics and Administrative Sciences, Fırat University, Elazig, Turkey
| | - Floor A. Rink
- Department of HRM & OB, University of Groningen, Groningen, The Netherlands
| | - Frank Walter
- Department of Organization and Human Resource Management, University of Giessen, Giessen, Germany
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9
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Lin CY, Chi NW. Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives. HUMAN PERFORMANCE 2022. [DOI: 10.1080/08959285.2022.2121964] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Chieh-Yu Lin
- National Sun Yat-sen University College of Management, Institute of Human Resource Management
| | - Nai-Wen Chi
- National Sun Yat-sen University College of Management, Institute of Human Resource Management
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10
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Medina-Craven MN, Ostermeier K, Sigdyal P, McLarty BD. Personality research in the 21st century: new developments and directions for the field. JOURNAL OF MANAGEMENT HISTORY 2022. [DOI: 10.1108/jmh-06-2022-0021] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to systematically examine and classify the multitude of personality traits that have emerged in the literature beyond the Big Five (Five Factor Model) since the turn of the 21st century. The authors argue that this represents a new phase of personality research that is characterized both by construct proliferation and a movement away from the Big Five and demonstrates how personality as a construct has substantially evolved in the 21st century.
Design/methodology/approach
The authors conducted a comprehensive, systematic review of personality research from 2000 to 2020 across 17 management and psychology journals. This search yielded 1,901 articles, of which 440 were relevant and subsequently coded for this review.
Findings
The review presented in this study uncovers 155 traits, beyond the Big Five, that have been explored, which the authors organize and analyze into 10 distinct categories. Each category comprises a definition, lists the included traits and highlights an exemplar construct. The authors also specify the significant research outcomes associated with each trait category.
Originality/value
This review categorizes the 155 personality traits that have emerged in the management and psychology literature that describe personality beyond the Big Five. Based on these findings, this study proposes new avenues for future research and offers insights into the future of the field as the concept of personality has shifted in the 21st century.
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Al-Shatti E, Ohana M, Odou P, Zaitouni M. Impression Management on Instagram and Unethical Behavior: The Role of Gender and Social Media Fatigue. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:9808. [PMID: 36011435 PMCID: PMC9408035 DOI: 10.3390/ijerph19169808] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/16/2022] [Revised: 08/05/2022] [Accepted: 08/06/2022] [Indexed: 06/15/2023]
Abstract
Impression management (IM) concerns can lead to significant psychological consequences, potentially engendering unethical behavior. Therefore, adopting the stressor-strain-outcome framework, this study explores the effects of IM concerns on unethical behavior through wellbeing, and whether IM on social media (i.e., Instagram) triggers fatigue and results in unethical behavior at work. The findings of two empirical studies (n = 480 and n = 299) in different settings (Kuwait and the UK) suggest that women experience higher effects from IM concerns compared with men in Kuwait, while no gender differences are found in the UK. The results also confirm that impression management on social media platforms triggers fatigue, in turn increasing unethical behavior at work. This study contributes to the IM literature by capturing the effect of Instagram activities on workplace behavior.
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Affiliation(s)
- Esraa Al-Shatti
- College of Business Administration, Gulf University for Science & Technology, West Mishref, Hawally 32093, Kuwait
| | - Marc Ohana
- Sustainability Centre of Excellence, Kedge Business School Bordeaux, 33405 Talence, France
| | - Philippe Odou
- UFR Sciences économiques et Gestion, University De Champagne Ardenne, 51571 Reims, France
| | - Michel Zaitouni
- College of Business Administration, Gulf University for Science & Technology, West Mishref, Hawally 32093, Kuwait
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Paik Y, Lee ES. Individual Variation in Responding to Leader–Member Exchange Differentiation: The Moderating Roles of Internal Locus of Control and Self-Efficacy. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2022. [DOI: 10.1177/15480518221118450] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study examines how differentiation in leader–member exchange relationships (LMXD) provokes different individual responses depending on personal dispositions—internal locus of control and self-efficacy. Further, we identify three types of individual behavioral responses to LMXD: in-role and extra-role performance as self-focused responses, impression management toward the leader as a leader-focused response, and social undermining of coworkers as a coworker-focused response. Analysis of data from a survey conducted in South Korea demonstrates cross-level interaction effects between LMXD and the two dispositional variables on these behavioral responses of individuals. Specifically, LMXD is more positively related to in-role and extra-role performance and impression management toward the leader for individuals high than low in internal locus of control and for individuals high than low in self-efficacy. However, the cross-level interaction effects are not supported regarding social undermining of coworkers. Theoretical and practical implications of the findings are discussed.
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Affiliation(s)
| | - Eun-Suk Lee
- Chung-Ang University, Seoul, Republic of Korea
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13
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McGowan NA, Sekaja L. A diary study of the impression management strategies utilised by industrial and organisational psychology interns. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2022. [DOI: 10.4102/sajip.v48i0.1902] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: When interns enter a new workplace, they are compelled to create and maintain a good impression through a range of image-enhancing behaviours. Impression management strategies can help interns to do this.Research purpose: This study aimed to understand the strategies used by industrial and organisational (I/O) psychology interns, their goals for using them and the targets of these strategies.Motivation for the study: Interns are generally new to the workplace and, as such, may not be aware of how to play the ‘social game’ to create positive impressions about themselves, be perceived in a positive light, gain projects to fulfil their internship requirements, and, where possible, gain full-time employment from the organisation.Research approach/design and method: A qualitative design was used. Data were collected from 14 I/O psychology interns in the form of diary entries and semi-structured interviews.Main findings: The thematic analysis revealed eight key impression management strategies, some existing and others novel: ingratiation, self-promotion, rendering favours, exemplification, professionalism, openness to learning, conformity and building strategic relationships.Practical/managerial implications: Industrial and organisational psychologists should develop workshops to assist interns in using impression management skills to create a positive internship experience and advance in their respective organisations.Contribution/value-add: The study adds theoretically (the study of impression management is relatively new in South Africa), practically (findings may help direct future I/O psychology interns to the correct strategies for creating a positive impression at work) and methodologically (diary studies are not common in qualitative organisational research).
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14
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Ai W, Cunningham WA, Lai MC. Reconsidering autistic ‘camouflaging’ as transactional impression management. Trends Cogn Sci 2022; 26:631-645. [DOI: 10.1016/j.tics.2022.05.002] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/16/2022] [Revised: 05/02/2022] [Accepted: 05/03/2022] [Indexed: 12/12/2022]
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Demir S, Özkan T, Demir B. Social comparison orientation mediates the association between
HEXACO
and
self‐presentation. Scand J Psychol 2022; 63:405-414. [DOI: 10.1111/sjop.12819] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/25/2021] [Revised: 01/25/2022] [Accepted: 03/04/2022] [Indexed: 11/27/2022]
Affiliation(s)
- Sıla Demir
- Department of Psychology Antalya Bilim University Antalya Turkey
| | - Türker Özkan
- Safety Research Unit, Department of Psychology Middle East Technical University Ankara Turkey
| | - Başar Demir
- Department of Psychology Akdeniz University Antalya Turkey
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Curtis SR, Carre JR, Mueller SM, Jones DN. Hiding your dark side: Anticipatory impression management of communal traits. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03039-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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17
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Bajaba S, Fuller B, Simmering MJ, Haynie J, Ring JK, Bajaba A. How tempered radicals pursue ideological change in organizations. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-02853-1] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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18
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Chen S, Li D, Yang C, Zhang X, Hou L. The Idea Is Mine! An Empirical Examination on the Effect of Leaders' Credit Claiming on Employees' Work Outcomes. Front Psychol 2022; 13:818454. [PMID: 35250752 PMCID: PMC8895274 DOI: 10.3389/fpsyg.2022.818454] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/19/2021] [Accepted: 01/31/2022] [Indexed: 11/13/2022] Open
Abstract
Existing studies mainly explored the detrimental effect of employee credit claiming, and little is known about how leader credit claiming can affect employees. Based on affective events theory and relative deprivation theory, we explore how leader credit claiming affects employee work outcomes (i.e., voice behavior and job performance) by the research methods of literature review, interview, and empirical questionnaire. With a sample of 418 matched leader-employee pairs from a large manufacturing company, we find that leader credit claiming influences employee work outcomes through the mediating role of employee anger and perceived unfairness. Additionally, we determine that leader credit-claiming attribution (i.e., to protect employees) has a moderating influence on the relationship between credit claiming and anger and between credit claiming and perceived unfairness. The results support all hypotheses. Furthermore, we discuss the theoretical and practical implications of the findings.
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Affiliation(s)
- Siyuan Chen
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Daiheng Li
- Business School, Beijing Wuzi University, Beijing, China
| | - Chun Yang
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Xijing Zhang
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Liang Hou
- School of Business, Renmin University of China, Beijing, China
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Being Out of the Loop: Workplace Deviance as a Mediator of the Impact of Impression Management on Workplace Exclusion. SUSTAINABILITY 2022. [DOI: 10.3390/su14021004] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This study investigates the extending negative effects of impression management (IM) on organizational outcomes in the nursing context. Specifically, this study aims to understand the impact of IM on workplace exclusion through workplace deviance. The data came from 277 head nurses (nurses in leadership positions) in elderly care homes in Belgium. Structured paper-and-pencil questionnaires were administered on site in the respondents’ workplaces. In the findings of the current research, IM is positively related to workplace exclusion and the relationship is mediated by workplace deviance. Although, initially, IM is performed by the actors as a natural behavior to maintain their image, at some point, the actors can become fatigued with maintaining their image. Under ego depletion theory, the exhausted IM actors will be highly experienced in deviance or bad performance. Furthermore, consistent with social information processing theory and a correlation study between employees’ poor performance and workplace exclusion, the IM actors who fail to deliver good performance or behavior following their like-based rewards may be subject to social exclusion in their workplace.
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Bober A, Gajewska E, Czaprowska A, Świątek AH, Szcześniak M. Impact of Shyness on Self-Esteem: The Mediating Effect of Self-Presentation. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 19:230. [PMID: 35010490 PMCID: PMC8744881 DOI: 10.3390/ijerph19010230] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/17/2021] [Revised: 12/08/2021] [Accepted: 12/23/2021] [Indexed: 06/14/2023]
Abstract
BACKGROUND Although the relationship between shyness and self-esteem is well described in the psychological literature, far less is known about the potential mechanisms that underlie this association. The main goal of the current work is to verify whether self-presentation acts as a mediating variable between both constructs. METHODS The study was carried out among 198 adults. The Revised Cheek and Buss Shyness Scale, the Rosenberg Self-Esteem Scale, and the Self-Presentation Style Questionnaire were applied. RESULTS A large and positive correlation coefficient was observed between the following variables: (1) self-esteem/self-promotion; (2) shyness/self-deprecation. All other variables correlated negatively: (1) shyness/self-esteem; (2) shyness/self-promotion; (3) self-esteem/self-deprecation; (4) self-promotion/self-deprecation. Moreover, both self-promotion and self-deprecation acted as mediators between life satisfaction and self-esteem. CONCLUSION The outcomes of the present study show a new mediating aspect for the direct relationship between shyness and self-esteem in the form of two styles of self-presentation. The results indicate that the tendency of shy people to avoid others can have a lower effect on their overall sense of self-esteem when they try to present themselves in a clearly favorable light. By contrast, shyness may have a stronger impact on their sense of self-worth when they present themselves as helpless, unsure, and incompetent.
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Better to give than to receive (or seek) help? The interpersonal dynamics of maintaining a reputation for creativity. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2021. [DOI: 10.1016/j.obhdp.2021.08.006] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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22
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Szcześniak M, Mazur P, Rodzeń W, Szpunar K. Influence of Life Satisfaction on Self-Esteem Among Young Adults: The Mediating Role of Self-Presentation. Psychol Res Behav Manag 2021; 14:1473-1482. [PMID: 34588827 PMCID: PMC8473017 DOI: 10.2147/prbm.s322788] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/01/2021] [Accepted: 08/27/2021] [Indexed: 01/07/2023] Open
Abstract
Background A comprehensive literature review suggests that self-esteem seems to be contingent on being satisfied in various domains of life. Although there are multiple studies that have addressed the direct relationship between both variables, there is still little known about the psychological mechanisms that underlie this association. Since self-presentation is an important process in young adulthood, the main goal of the present study was to consider self-promotion and self-deprecation as potential mediators between life satisfaction and self-esteem. Participants, Methods and Data Collection The study included 328 young adults aged between 18 and 35. Most of them were women (74.1%). The data were collected in Poland through an anonymous self-administered battery of questionnaires on the Internet platform. The participants completed the Satisfaction with Life Scale, the Rosenberg Self-Esteem Scale, and the Self-Presentation Style Questionnaire. Results A high and positive correlation coefficient was obtained between self-esteem and life satisfaction (r = 0.73; p < 0.001). The level of self-esteem correlated positively with the style of self-promotion (r = 0.46; p < 0.001) and negatively with the style of self-deprecation (r = −0.63; p < 0.001). Similarly, life satisfaction was positively associated with self-promotion (r = 0.37; p < 0.001) and negatively with self-depreciation (r = −0.42; p < 0.001). Moreover, both self-promotion (β = 0.67; p < 0.001) and self-deprecation (β = 0.58; p < 0.001) acted as mediators between life satisfaction and self-esteem. Conclusion The present study increases our knowledge about the mediatory role of self-promotion and self-deprecation. An overall sense of satisfaction with one’s own life can lead to higher self-esteem when young people are aware of their strengths and talents. Likewise, lower life satisfaction can elicit less positive self-esteem when people tend to undervalue their capabilities.
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Affiliation(s)
| | - Paulina Mazur
- Institute of Psychology, University of Szczecin, Szczecin, 71-017, Poland
| | - Wojciech Rodzeń
- Institute of Psychology, University of Szczecin, Szczecin, 71-017, Poland
| | - Kamila Szpunar
- Institute of Psychology, University of Szczecin, Szczecin, 71-017, Poland
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Please Like Me: Ingratiation as a Moderator of the Impact of the Perception of Organizational Politics on Job Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18147455. [PMID: 34299906 PMCID: PMC8305136 DOI: 10.3390/ijerph18147455] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Revised: 07/07/2021] [Accepted: 07/08/2021] [Indexed: 12/05/2022]
Abstract
Drawing from the negative impacts of the perception of organizational politics (POP) on the literature on organizational outcomes, the model proposed in this study examines a nonlinear relationship of POP on job satisfaction. In a similar way, ingratiation as a moderator variable is tested. Based on a survey of 240 state-owned enterprise employees in Indonesia, this study finds that POP exhibits an inverted U-shaped relationship with job satisfaction. Low and high levels of POP have a negative impact on job satisfaction. Nevertheless, our most intriguing finding is that ingratiation behavior not only strengthens POP’s effects on job satisfaction, but can also alter the direction of the relationship in which its shape is represented by a U-shape. This shape indicates that the employees who engage in high levels of ingratiation as a coping mechanism and adaptive strategy tend to do so when they perceive high degrees of POP. These results are then discussed from a cross-cultural perspective as an attempt to explain the legitimacy of ingratiation in Indonesia.
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Zong B, Xu S, Zhang L, Qu J. Dealing With Negative Workplace Gossip: From the Perspective of Face. Front Psychol 2021; 12:629376. [PMID: 34149515 PMCID: PMC8209327 DOI: 10.3389/fpsyg.2021.629376] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/14/2020] [Accepted: 05/03/2021] [Indexed: 11/29/2022] Open
Abstract
In this study, we investigate the coping response of individuals who are being gossiped about. Drawing on face research and affective events theory, we propose that employees who are targets of negative gossip will actively respond to the gossip about them via engagement in negative gossip themselves. The findings showed that negative workplace gossip stimulated fear of losing face and led to subsequent behavioral responses, namely, engaging in negative gossip. Moreover, self-monitoring, as a moderating mechanism, mitigated the negative impacts of negative workplace gossip on the targets. We discuss theoretical implications for gossip research and note its important practical implications.
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Affiliation(s)
- Boqiang Zong
- Department of Human Resource Management, School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Shiyong Xu
- Center for Human Resource Development and Assessment, School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Lihua Zhang
- Department of Human Resource Management, School of Labor and Human Resources, Renmin University of China, Beijing, China
| | - Jinzhao Qu
- Department of Human Resource Management, School of Labor and Human Resources, Renmin University of China, Beijing, China
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Abstract
This paper studies whether social media personal branding (PB) improves a job candidate’s labor market performance in the context of executive employment and compensation. We focus on executives employed by Standard & Poor’s 500 constituent companies from 2010 to 2013 and evaluate their PB on social media by analyzing their Twitter accounts. To disentangle the effect of PB from that of personality traits, we exploit a (positive) shock to the effectiveness of PB caused by a series of technology upgrades by Twitter. Estimations from a two-sided matching model suggest that social media PB benefits executive candidates in job markets. This paper contributes to the literature by initiating the study of the emerging phenomenon of social media PB and testing its effect on job market performance.
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Dufour L, Escribano PI, Maoret M. (How) Will I Socialize You? The Impact of Supervisor Initial Evaluations and Subsequent Support on the Socialization of Temporary Newcomers. ORGANIZATION SCIENCE 2021. [DOI: 10.1287/orsc.2021.1468] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
This study proposes and tests a new theoretical model explaining whether, and how, supervisors socialize “temporary newcomers,” defined as new organizational members who join an organization on a temporary basis, with a potential, but uncertain, opportunity of receiving a long-term job offer in the future. We suggest that under specific conditions, supervisors first evaluate temporary newcomers’ proactivity based on whether they positively stand out by proposing new feasible ideas and by promoting their achievements. On the basis of these initial evaluations, supervisors then decide whether to increase their support of newcomers’ creativity (using an investiture approach) or to intensify newcomers’ socialization by attempting to change their behavior (using a divestiture approach). When supervisors adopt an investiture approach, it positively influences temporary newcomers’ socialization adjustment outcomes, as indicated by increased newcomer job satisfaction, social integration, task performance, organizational and task socialization, challenge stress, and reduced hindrance stress. When supervisors instead adopt a divestiture approach, it has an opposite (thus negative) effect on the same socialization outcomes. We tested our theoretical model using a mix-method design, based on a three-wave longitudinal sample of 325 newcomer–supervisor dyads spanning a wide range of companies and industries, complemented with interviews of 41 supervisors.
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Affiliation(s)
- Lucas Dufour
- Odette Business School, University of Windsor, Windsor, Ontario N9B 3P4, Canada
| | | | - Massimo Maoret
- Strategic Management Department, IESE Business School, 08034 Barcelona, Spain
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Maras K, Norris JE, Nicholson J, Heasman B, Remington A, Crane L. Ameliorating the disadvantage for autistic job seekers: An initial evaluation of adapted employment interview questions. AUTISM : THE INTERNATIONAL JOURNAL OF RESEARCH AND PRACTICE 2021; 25:1060-1075. [PMID: 33339462 PMCID: PMC8108109 DOI: 10.1177/1362361320981319] [Citation(s) in RCA: 16] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Abstract
LAY ABSTRACT Despite possessing valuable skills, differences in the way that autistic people understand and respond to others in social situations mean that they are frequently disadvantaged in job interviews. We examined how autistic and non-autistic adults compared on standard (unmodified) job interview questions, and then used these findings to develop and evaluate supportive adaptations to questions. Fifty adults (25 autistic, 25 non-autistic) took part in two mock job interviews. Interview 1 provided a baseline measure of performance when answering typical, unmodified interview questions. Employment experts (unaware of participants' autism diagnoses) rated all interviewees on their responses to each question and their overall impressions of them and then provided feedback about how interviewees could improve and how questions could be adapted to facilitate this. Interviewees also provided feedback about the interview process, from their perspective. Adaptations to the questions were developed, with Interview 2 taking place approximately 6 months later. Results demonstrated that, in Interview 1, employment experts rated autistic interviewees less favourably than non-autistic interviewees. Ratings of both autistic and non-autistic participants' answers improved in Interview 2, but particularly for autistic interviewees (such that differences between autistic and non-autistic interviewees' performance reduced in Interview 2). Employers should be aware that adaptations to job interview questions are critical to level the playing field for autistic candidates.
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Lamertz K. Brewing a Craft Impression: A Multilevel Study About the Orchestration of Organizational Impression Management Through Authenticity. GROUP & ORGANIZATION MANAGEMENT 2021. [DOI: 10.1177/10596011211009392] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Organizations face the tricky challenge of portraying a coherent appearance of identity to make an authentic impression on their audiences. This study argues that authenticity is a cross-level mechanism through which organizations and their individual members orchestrate a coherent impression. A qualitative investigation revealed how five Canadian craft breweries claimed authenticity in their formal images by referencing a collective organizational identity in the environment. These claims were authenticated by external audiences and by individual organizational members. Two distinctly organizational forms of authentication expressed by individuals were (1) consensus about facets of organizational identity that mirrored the institutional authenticity claim as a party line and (2) role claims about leaders and employees, each comprising behavior scripts that corroborated the organization’s authenticity claim. The two forms of authentication also supported authentic leadership in the organization and contributed to an orchestrated appearance by linking institutional and individual impression management.
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Zhang Y, Shi S, Guo S, Chen X, Piao Z. Audience management, online turbulence and lurking in social networking services: A transactional process of stress perspective. INTERNATIONAL JOURNAL OF INFORMATION MANAGEMENT 2021. [DOI: 10.1016/j.ijinfomgt.2020.102233] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Nevicka B, Sedikides C. Employee narcissism and promotability prospects. J Pers 2021; 89:847-862. [PMID: 33483944 PMCID: PMC8518866 DOI: 10.1111/jopy.12619] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Revised: 01/05/2021] [Accepted: 01/16/2021] [Indexed: 12/26/2022]
Abstract
Introduction Narcissistic individuals often rise to positions of influence, but how so? Upward mobility in formal hierarchies is frequently contingent upon supervisory evaluations. We examined the relation between employee narcissism and supervisor promotability ratings, testing predictions from the display of power perspective (narcissism will positively predict promotability due to higher perceived power) and impression management perspective (narcissism will positively predict promotability due to self‐promotion). Method In two multisource studies involving employees and their supervisors from diverse organizations (S1: Nemployees = 166; Nsupervisors = 93; S2: Nemployees = 128; Nsupervisors = 85), we measured employee narcissism (S1, S2), employee sense of power, employee impression management tactics toward the supervisor (S2), and employee promotability as rated by supervisors (S1–S2). Further, in an experiment (S3: N = 181), we tested the causal effect of employee sense of power on promotability. Results Results favored the display of power perspective. Although narcissism predicted both higher self‐promotion toward the supervisor and greater sense of power, it was the latter that explained the positive relation between employee narcissism and promotability ratings. Conclusion Employees high on narcissism act as if they have more power in organizations, and thus, demonstrate behavior that would be expected in higher level positions. The findings help to explain narcissistic individuals' rise through the ranks.
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Affiliation(s)
- Barbara Nevicka
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
| | - Constantine Sedikides
- Center for Research on Self and Identity, School of Psychology, University of Southampton, Southampton, UK
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31
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Chawla N, Gabriel AS, Rosen CC, Evans JB, Koopman J, Hochwarter WA, Palmer JC, Jordan SL. A person‐centered view of impression management, inauthenticity, and employee behavior. PERSONNEL PSYCHOLOGY 2020. [DOI: 10.1111/peps.12437] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Nitya Chawla
- Department of Management, Mays Business School Texas A&M University College Station Texas USA
| | - Allison S. Gabriel
- Department of Management & Organizations, Eller College of Management University of Arizona Tucson Arizona USA
| | - Christopher C. Rosen
- Department of Management, Sam M. Walton College of Business University of Arkansas Fayetteville Arkansas USA
| | - Jonathan B. Evans
- Organizational Behavior and Human Resources Division, Sauder School of Business University of British Columbia Vancouver British Columbia Canada
| | - Joel Koopman
- Department of Management, Mays Business School Texas A&M University College Station Texas USA
| | - Wayne A. Hochwarter
- Department of Management, College of Business Florida State University Tallahassee Florida USA
| | - Joshua C. Palmer
- Michael A. Leven School of Management, Entrepreneurship and Hospitality Kennesaw State University Kennesaw Georgia USA
| | - Samantha L. Jordan
- Department of Management, College of Business Florida State University Tallahassee Florida USA
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De Clercq D, Fatima T, Jahanzeb S. Impressing for popularity and influence among peers: The connection between employees' upward impression management and peer-rated organizational influence. The Journal of Social Psychology 2020; 161:608-626. [PMID: 33302807 DOI: 10.1080/00224545.2020.1851639] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Abstract
To investigate how employees' impression management behavior, targeted upward at organizational leaders, relates to their peer-rated organizational influence, this study considers both a mediating role of peer-rated workplace popularity and a moderating role of self-rated social dominance orientation. Multisource, three-wave data from employees and their peers in the power-distant, collectivistic country of Pakistan reveal that upward impression management behavior, despite raising some potential organizational concerns, is associated with peer-rated workplace popularity for employees, who in turn can wield greater influence over colleagues. The mediating role of peer-rated workplace popularity also is more prominent to the extent that employees accept social hierarchies, because this orientation makes their use of upward impression management tactics to advance their own and their peers' personal interests more purposeful.
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33
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Ogunfowora B, Bourdage JS, Nguyen B. An Exploration of the Dishonest Side of Self–Monitoring: Links to Moral Disengagement and Unethical Business Decision Making. EUROPEAN JOURNAL OF PERSONALITY 2020. [DOI: 10.1002/per.1931] [Citation(s) in RCA: 39] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Abstract
The majority of research on self–monitoring has focused on the positive aspects of this personality trait. The goal of the present research was to shed some light on the potential negative side of self–monitoring and resulting consequences in two independent studies. Study 1 demonstrated that, in addition to being higher on Extraversion, high self–monitors are also more likely to be low on Honesty–Humility, which is characterized by a tendency to be dishonest and driven by self–gain. Study 2 was designed to investigate the consequences of this dishonest side of self–monitoring using two previously unexamined outcomes: moral disengagement and unethical business decision making. Results showed that high self–monitors are more likely to engage in unethical business decision making and that this relationship is mediated by the propensity to engage in moral disengagement. In addition, these negative effects of self–monitoring were found to be due to its low Honesty–Humility aspect, rather than its high Extraversion side. Further investigation showed similar effects for the Other–Directedness and Acting (but not Extraversion) self–monitoring subscales. These findings provide valuable insight into previously unexamined negative consequences of self–monitoring and suggest important directions for future research on self–monitoring. Copyright © 2013 European Association of Personality Psychology
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Affiliation(s)
| | | | - Brenda Nguyen
- Haskayne School of Business, University of Calgary, Calgary, Alberta, Canada
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34
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Schudlik K, Reinhard M, Müller P. Prepared to fake? The relationship between applicants’ job interview preparation and faking. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12317] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Kevin Schudlik
- Department of Aviation and Space Psychology German Aerospace Center DLR Hamburg Germany
| | | | - Patrick Müller
- Faculty of Civil Engineering, Building Physics, and Business University of Applied Sciences Stuttgart Stuttgart Germany
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35
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McClean ST, Courtright SH, Yim J, Smith TA. Making nice or faking nice? Exploring supervisors’ two‐faced response to their past abusive behavior. PERSONNEL PSYCHOLOGY 2020. [DOI: 10.1111/peps.12424] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Shawn T. McClean
- Department of Management and Marketing University of Wyoming Laramie Wyoming
| | | | - Junhyok Yim
- Department of Management Texas A&M University College Station Texas
| | - Troy A. Smith
- Department of Management University of Nebraska–Lincoln Lincoln Nebraska
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36
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Robie C, Christiansen ND, Bourdage JS, Powell DM, Roulin N. Nonlinearity in the relationship between impression management tactics and interview performance. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12307] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Chet Robie
- Lazaridis School of Business & Economics Wilfrid Laurier University Waterloo Ontario Canada
| | - Neil D. Christiansen
- Department of Psychology Central Michigan University Mount Pleasant Michigan United States
| | | | | | - Nicolas Roulin
- Department of Psychology Saint Mary’s University Halifax Nova Scotia Canada
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37
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Yan M, Xie YP, Zhao J, Zhang YJ, Bashir M, Liu Y. How Ingratiation Links to Counterproductive Work Behaviors: The Roles of Emotional Exhaustion and Power Distance Orientation. Front Psychol 2020; 11:2238. [PMID: 32982893 PMCID: PMC7490330 DOI: 10.3389/fpsyg.2020.02238] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2020] [Accepted: 08/10/2020] [Indexed: 11/16/2022] Open
Abstract
Ingratiation is regarded as a powerful impression tactic that helps ingratiator achieve their intended goals. Although there is evidence that the consequences of ingratiation are not always positive, little research considers the dark effect of ingratiation on the ingratiator. Based on conservation of resources theory, we develop and test a model that links employees' ingratiation to their counterproductive work behaviors. Data were collected from 216 supervisor-employee dyads. The results of examination with Mplus showed that ingratiation had a positive effect on counterproductive work behaviors, and emotional exhaustion played a mediating role in this relationship. Power distance orientation negatively moderated the relationship between ingratiation and emotional exhaustion and the indirect effect of emotional exhaustion on the relationship between ingratiation and counterproductive work behaviors. Our findings raise attention on the consequences of ingratiation for employees and the dark side of ingratiation for organization.
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Affiliation(s)
- Miao Yan
- School of Management, Huazhong University of Science and Technology, Wuhan, China
| | - Yu-ping Xie
- School of Public Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Jun Zhao
- School of Public Administration, Zhongnan University of Economics and Law, Wuhan, China
| | | | - Mohsin Bashir
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Ying Liu
- School of Public Administration, Zhongnan University of Economics and Law, Wuhan, China
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38
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Kim JK, Holtz BC, Hu B. Rising above: Investigating employee exemplification as a response to the experience of shame induced by abusive supervision. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1111/joop.12327] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
| | | | - Biyun Hu
- Shanghai International Studies University China
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39
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Fullwood C, Wesson C, Chen-Wilson J, Keep M, Asbury T, Wilsdon L. If the Mask Fits: Psychological Correlates with Online Self-Presentation Experimentation in Adults. CYBERPSYCHOLOGY BEHAVIOR AND SOCIAL NETWORKING 2020; 23:737-742. [PMID: 32780589 DOI: 10.1089/cyber.2020.0154] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
Online self-presentation refers to the ways in which individuals share aspects of the self to portray a particular image. Being online presents opportunities for individuals to experiment with different versions of the self as part of identity development but also to manage how others perceive them. Research has shown that personality can influence online self-presentation behaviors, but these studies have mainly focused on internal characteristics, and more research is needed exploring the relational facets of personality. This study aims to investigate the extent to which an individual's self-concept clarity, self-monitoring tendency, self-esteem, and social anxiety predict different presentations of the online self. A cross-sectional online survey was conducted with 405 adult participants from Australia, the United Kingdom, and the United States. Results show that individuals with higher self-concept clarity and self-monitoring are more likely to present a single consistent online and offline self. Younger adults and those with greater social anxiety are more likely to present idealized self-images online, and participants with higher social anxiety and lower self-esteem are more likely to prefer online, rather than offline, communication. Findings are broadly consistent with the literature, and suggest the need for more systematic investigation into a variety of personality variables that take into account the relational nature of identity formation and impression management. This research emphasizes the multifaceted nature of online self-presentation behaviors, and the ways in which they are differentially influenced by personality variables.
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Affiliation(s)
- Chris Fullwood
- Department of Psychology, University of Wolverhampton, Wolverhampton, United Kingdom
| | - Caroline Wesson
- Department of Psychology, University of Wolverhampton, Wolverhampton, United Kingdom
| | - Josephine Chen-Wilson
- Faculty of Health and Society, University of Northampton, Northampton, United Kingdom
| | - Melanie Keep
- Faculty of Health Sciences, University of Sydney, Sydney, Australia
| | - Titus Asbury
- Department of Psychology and Philosophy, Texas Woman's University, Denton, Texas, USA
| | - Luke Wilsdon
- Department of Psychology, University of Wolverhampton, Wolverhampton, United Kingdom
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40
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Wu C, Kwan HK, Liu J, Lee C. When and how favour rendering ameliorates workplace ostracism over time: Moderating effect of self‐monitoring and mediating effect of popularity enhancement. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1111/joop.12328] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Chia‐Huei Wu
- Leeds University Business School University of Leeds UK
| | - Ho Kwong Kwan
- China Europe International Business School (CEIBS) Shanghai China
| | - Jun Liu
- Renmin University of China Beijing China
| | - Cynthia Lee
- Northeastern University Boston Massachusetts USA
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41
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Wang W, Zhou K, Yu Z, Li J. The Cost of Impression Management to Life Satisfaction: Sense of Control and Loneliness as Mediators. Psychol Res Behav Manag 2020; 13:407-417. [PMID: 32440240 PMCID: PMC7217460 DOI: 10.2147/prbm.s238344] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/12/2019] [Accepted: 04/15/2020] [Indexed: 01/07/2023] Open
Abstract
Purpose Impression management, or self-presentation, prevails in our daily lives. However, whether it enhances or reduces individuals’ well-being remains underexplored. To fill this gap, the research proposed and tested the following hypotheses. Impression management is negatively related to life satisfaction. Impression management is negatively related to sense of control. Impression management is positively related to loneliness. Sense of control and loneliness mediate the relationship between impression management and life satisfaction. Methods Data were collected from an online survey of 243 Chinese adults drawn from a national sampling frame. We used LISREL8.8 to perform a series of CFAs to verify the distinctiveness of variables and conducted SEM modeling to test hypotheses. To further test the mediation hypotheses, we used bootstrapping procedures that generated a sample size of 5000. Results We found a negative association between impression management and life satisfaction. In addition, the association was fully mediated by sense of control and loneliness. Conclusion These results reveal that impression management is a negative indicator of life satisfaction because impression management impedes personal sense of control and elevates loneliness.
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Affiliation(s)
- Wangshuai Wang
- School of Management, Shanghai University of International Business and Economics, Shanghai, People's Republic of China
| | - Ke Zhou
- Antai College of Economics and Management, Shanghai Jiao Tong University, Shanghai, People's Republic of China
| | - Zucheng Yu
- School of International Relations and Public Affairs, Shanghai International Studies University, Shanghai, People's Republic of China
| | - Jie Li
- School of Management, Shanghai University, Shanghai, People's Republic of China
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Rice DB, Taylor R, Forrester JK. The unwelcoming experience of abusive supervision and the impact of leader characteristics: turning employees into poor organizational citizens and future quitters. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1737521] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Darryl B. Rice
- Department of Management, Miami University, Oxford, OH, USA
| | - Regina Taylor
- Department of Marketing and Management, Creighton University, Omaha, NE, USA
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43
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Bourdage JS, Schmidt J, Wiltshire J, Nguyen B, Lee K. Personality, interview performance, and the mediating role of impression management. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1111/joop.12304] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | - Joseph Schmidt
- University of Saskatchewan Saskatoon Saskatchewan Canada
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Xie J, Huang Q, Wang H, Shen M. Coping with negative workplace gossip: The joint roles of self-monitoring and impression management tactics. PERSONALITY AND INDIVIDUAL DIFFERENCES 2019. [DOI: 10.1016/j.paid.2019.06.025] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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Crozier SE, Woolnough H. Is age just a number? Credibility and identity of younger academics in UK business schools. MANAGEMENT LEARNING 2019. [DOI: 10.1177/1350507619878807] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
In this article, we use discursive qualitative interviews to explore identity challenges and opportunities experienced by younger academics in the business school environment. We frame identity construction and the influence of age as a reflexive and subjective process. We establish links between identity study and critical reflexivity and advocate for their benefits in supporting young academics in unpacking and navigating their fragile academic identities. Our analysis generates important insights into the sense-making process, where identity norms and definitions of young academics influence their engagement in shaping their identity and the extent to which they achieve confidence and credibility. Where internal and external perceptions of required identities were problematic, imposter syndrome arose, presented as accounts of marginalisation. We position the interplay of identity regulation and identity work as shaping the consequences of what were sometimes precarious outcomes of self-identity. Alongside this conceptual contribution, we provide practical avenues for support initiatives that may help young academics build legitimacy and overcome perceptions of marginalisation.
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Schmitte K, Schreurs B, Segers M, “Jim” Jawahar IM. Within-Subject Variability in Ingratiation as a Function of Self-Esteem and Time. JOURNAL OF PERSONNEL PSYCHOLOGY 2019. [DOI: 10.1027/1866-5888/a000237] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
Abstract
Abstract. Adopting a within-person perspective, we theorize why ingratiation use directed toward an authority figure increases over time and for whom. We posit that as the appraisal event draws closer, the salience of achieving good evaluations increases, leading to an increasing use of ingratiation. We further propose that the increase will be stronger for individuals with low relative to high self-esteem. Participants were 349 students enrolled in a small-group, tutor-led management course. Data were collected in three bi-weekly waves and analyzed using random coefficient modeling. Results show that ingratiation use increased as time to the evaluation decreased, and low self-esteem students ingratiated more as time progressed. We conclude that ingratiation use varies as a function of contextual and inter-individual differences.
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Affiliation(s)
- Katharina Schmitte
- Department of Organization, Strategy and Entrepreneurship, School of Business and Economics, Maastricht University, Maastricht, The Netherlands
| | - Bert Schreurs
- Department of Business, Faculty of Social Sciences & Solvay Business School, Vrije Universiteit Brussel, Belgium
- Research Centre for Education and the Labour Market, Maastricht University, Maastricht, The Netherlands
| | - Mien Segers
- Educational Research and Development, School of Business and Economics, Maastricht University, Maastricht, The Netherlands
| | - I. M. “Jim” Jawahar
- Department of Management and Quantitative Methods, Illinois State University, Normal, IL, USA
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Abstract
Abstract. Research suggests that early impressions influence employment interview outcomes. A highly controlled experiment examined the effects of pre-interview qualifications information and early applicant impression management behavior on interviewers’ early impressions and, in turn, applicant outcomes. Mock interviewers ( N = 247) judged the same applicant with a poorer pre-interview qualification ranking to be a poorer performer, but also perceived the applicant to have faked (deceived) more, and considered the applicant less likeable, less competent, less dedicated, and more conceited. Early applicant impression management behavior did not consistently contribute to interviewers’ early impressions, or to perceptions and judgments. Overall, these findings suggest that early applicant information can affect interviewer cognitions and judgments through the formation of early impressions.
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Molleman E. How a powerful audience and audience feedback moderate the relationship between performance-approach orientation and exaggerated self-promotion. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2017.1322123] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Eric Molleman
- Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
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The Influence of High–Low Power on Green Consumption: The Moderating Effect of Impression Management Motivation. SUSTAINABILITY 2019. [DOI: 10.3390/su11164287] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/13/2023]
Abstract
The importance of sustainable development has reached a consensus. Green consumption, as the final link of consumer behavior, can help green production activities make a real difference and achieve sustainable development. Based on the Agentic–Communal Model, this paper explores the relationship between power and green consumption through three experiments. The results showed that low-power (vs. high-power) consumers, who are more dependent on others, are likely to facilitate and encourage a communal orientation towards one’s environment. These consumers pay more attention to others and may have a preference for green consumption. Self-concern plays a mediating role in this mechanism. However, when individuals have a strong impression management motivation, the difference in their willingness toward green consumption will disappear. In other words, both lower-power and high-power consumers are more willing to purchase green products. This paper helps to deepen the understanding of the psychological mechanisms underlying green consumption and also provides practical implications for firms’ green marketing strategies.
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