Being Out of the Loop: Workplace Deviance as a Mediator of the Impact of Impression Management on Workplace Exclusion

Triana Fitriastuti,Alex Vanderstraeten

doi:10.3390/su14021004

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.

Highlights

The implications of impression management (IM), defined as behaviors used by organizational actors to shape, create, and maintain how they are seen by others [1], have been broadly investigated
Since a strong and resilient nursing workforce is crucial to effective healthcare delivery [29], this study aimed to investigate the extending negative effects of IM on organizational outcomes in the nursing context
The primary purpose of this study was to examine the impact of IM on workplace

Summary

Introduction

The implications of impression management (IM), defined as behaviors used by organizational actors to shape, create, and maintain how they are seen by others [1], have been broadly investigated. IM’s primary motive is to develop favorable personal attributes and avoid being seen negatively by targets who control valued outcomes. These targets are identified as leaders, interviewers, coworkers, subordinates, and, sometimes, customers [3]. Once individuals portray a positive image (i.e., competence, dedication, and trustworthiness), they may accomplish their goal to gain some personal benefits [4]. These personal benefits include being hired into an organization [5], positive performance evaluation [6], rewards, promotions, social power, being famous, and having a high reputation [7,8]

Objectives

Methods

Findings

Conclusion