Effects Of Impression Management Research Articles

Are traditional interviews more prone to effects of impression management than structured interviews?

AbstractResearch on whether interviewees can improve their interview ratings through impression management (IM) relative to an honest condition has focused on highly structured interviews whereas traditional interviews have received little attention. Thus, this study aimed to determine how prone traditional compared to highly structured interviews are to effects of IM. Therefore, we conducted simulated selection interviews using a 2 × 2 within‐subjects design. All participants went through a condition in which they were asked to present themselves as honestly as possible and a condition in which they were instructed to act like an applicant. Additionally, each interview contained eight traditional and eight structured questions. The differences in the usage of self‐reported honest and deceptive IM between the honest and applicant conditions were comparable for both interview types. Furthermore, interview ratings were better in the applicant condition compared to the honest condition, and importantly, this improvement was larger for the traditional interview part compared to the structured interview part. Even though the larger performance improvement was not reflected in self‐reported honest and deceptive IM, our results suggest that it is easier for applicants to intentionally improve their performance ratings in traditional interviews. Additionally, performance improvements correlated positively with applicants' ability to identify criteria.

Impression Management and Employee Contextual Performance in Service Organizations (Enterprises)

This study aims to investigate the effect of impression management on employee contextual performance in service organizations using quantitative methods. The social influence theory, which explains the role of superior influence over the subordinate, served as the theoretical underpinning for the study. A cross-sectional survey design was adopted in line with positivism research philosophy. The accessible population of this study consists of one hundred selected service-oriented firms (four-star hotels, fast food restaurants, and travel agencies) operating in the southern part of Nigeria. The sample consists of middle managers, human resource managers, front desk officers, housekeepers, and customer relationship managers. Frequency distribution was used to analyze participants’ profiles, while linear regression was employed to analyze the formulated hypotheses. Statistical Package for the Social Sciences (SPSS) 20.0 served as statistical software. Linear regression results suggest that self-promotion exerted a significant positive effect on co-worker support. Ingratiation demonstrated a significant positive effect on customer satisfaction. It appears that exemplification exerted a significant positive effect on enterprise compliance. The outcome of this study has demonstrated that traditional managerial skills can no longer hold water in contemporary service-oriented organizations because of the workplace's dynamic and changing technological structure. This study concludes that impression management can assist managers in influencing their employees positively to achieve organizational objectives. Doi: 10.28991/ESJ-2023-07-02-05 Full Text: PDF

Linking servant leadership to follower emotional exhaustion through impression management

SummaryWe argue that servant leaders convey expectations that one needs to behave self‐sacrificially, support others and perform well. Perceiving organizational politics heightens the concern of being seen as meeting these expectations and contributes to the belief that impression management is necessary to achieve desired outcomes. Thus, to make impressions consistent with a servant leader's expectations, employees enact exemplification, ingratiation, and self‐promotion, but doing so is emotionally exhausting. We conducted 2 three‐wave survey studies in China (Study 1) and the United States (Study 2), and the results generally supported our theory. Study 1 results showed that servant leadership had positive relationships with exemplification and ingratiation, although the theorized mediation effect of impression management was not significant. Study 2 replicated the positive relationships between servant leadership and impression management. Servant leadership also had positive indirect effects on emotional exhaustion through both exemplification and ingratiation. Perceptions of organizational politics strengthened the positive effect of servant leadership on impression management, resulting in a stronger indirect effect on exhaustion. We discuss the findings' implications for servant leadership research and practice.

Giving a Good Relationship and Taking Surrogacy: Exploring the Effects for Team Performance

The leader-member exchange (LMX) literature proposes that leaders tend to differentiate the quality of relationships among their followers, but it remains unclear how establishing high LMX with some followers may facilitate a positive image of a leader across all team members, and ultimately, a superior team performance. Drawing on data from a three-wave study with 249 healthcare professionals (physicians and nurses), we explore the impact of LMX on employees’ surrogate behaviors and, in turn, team performance. Specifically, using a social exchange perspective, we postulate that high-quality LMX relationships make employees especially motivated to build support for the leader through behaviors that reflect surrogacy (i.e., promoting the leader, defending the leader, and/or modeling followership) as a form of reciprocity. By managing others’ impressions of the leader, surrogate behaviors are able to eliminate many of the barriers that might hinder team performance. Our findings corroborate our theoretical model showing that LMX increases employees’ surrogate behaviors and, in turn, team performance. Moreover, the results indicate that the amount of prestige within the team is an important boundary condition of the LMX-surrogacy relationship, such that the effects of LMX on surrogate behaviors are stronger when employees have higher levels of prestige in their teams. Overall, the study provides evidence that the social facilitation and impression management effects of surrogacy phenomenon, enacted as a result of the “give and take” nature of LMX relationships, is associated to team performance.

Impression Management and Work Motivation in Improving Employee Performance PT. Enseval Putera Megatrading, Tbk Bandung

Human resources are one of the most important factors in the company because humans are the driving force for all activities within the company. As humans, employees have thoughts and feelings that affect the course of the company's activities. This study aims to determine the effect of Impression Management and Work Motivation on Employee Performance at PT. Enseval Putera Megatrading, Tbk Bandung. The sample used as many as 100 employees in the company. The method used is descriptive analysis with data collection through interviews, observations, and questionnaires. This study uses a model of factor analysis, reliability analysis, descriptive analysis, classical test analysis, analysis of determination and multiple linear regression analysis. Based on the research results from the questionnaire, it shows that impression management is categorized as good with an average score of 3.64 and work motivation is categorized as good with an average score of 3.66, the results of testing with smart PLS. Impression management and work motivation simultaneously (simultaneously) have a significant effect on employee performance, as evidenced in the F test. H0 is rejected, indicating that the independent variables, namely impression management and work motivation, jointly affect employee performance. and the partial effect shows that impression management and work motivation have an effect on employee performance.

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

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.

The way you make me abuse: impression management matters

PurposeDrawing on the perspectives of emotional labor, self-concept and impression management, this study presents two major findings: (1) employees' excessive reliance on impression management can bother supervisors, and (2) the effectiveness of impression management depends on how the management affects targets' attribution of characteristics to actors.Design/methodology/approachThe study uses a cross-sectional design and a sample of 259 employees to investigate the antecedents of abusive supervision and, in this regard, the potential mediating effects of impression management. Through Mplus analysis, the authors specifically show that deep acting and surface acting affect impression management and that impression management activates abusive supervision.FindingsEmotional labor is critical in triggering abusive supervision through impression management. The study specifically shows that impression management mediates two types of relationships: (1) the relationship between deep acting and abusive supervision, and (2) the relationship between surface acting and abusive supervision. The findings contribute to the abusive supervision literature by clarifying how impression management functions.Originality/valueThis study, by addressing how emotional labor is a potential antecedent of abusive supervision, reveals that impression management can be a mixed blessing, insofar as emotional labor can contribute to abusive supervision.

Effects of Impression Management on Purchase Intention of Social Enterprises’ Products

친사회적 행동 관련 연구 흐름을 살펴보면 이타주의 측면의 친사회적 동기가 친사회적 소비자 행동을 유발하는 대표적인 동기라고 보고했던 초기 연구와는 달리 최근 연구에서는 소비자 자신의 긍정적인 이미지와 목표달성을 위한 개인적 가치 동기인 인상관리에 의해서도 친사회적 행동이 유발될 수 있다는 연구결과들이 나타나고 있다. 사회적기업 제품에 대한 구매행동도 친사회적 행동의 하나이며, 이에 본 연구는 소비자 개인특성요인, 제품특성 요인, 상황특성 요인에 따른 인상관리가 사회적기업의 제품 구매의도에 미치는 차별적 효과를 살펴보는데 주요한 목적이 있었다. 가설 검정을 위하여 제품특성(사회적 정체성: 高 vs. 低) X 상황특성(구매상황: 자기를 위한 구매 vs. 타인을 위한 구매)의 집단 간 실험 설계를 하였다. 소비자 개인특성(자기해석: 독립적 vs. 상호의존적) 요인은 직접 측정으로 자료를 확보하여, 분석 단계에서 평균값을 중심으로 독립적 또는 상호의존적 자기해석으로 분류하여 사용하였다. 설문지를 이용하여 자기기입식 방법으로 자료를 수집하였으며, SPSS 통계 패키지로 분석하였다. 분석 결과, 사회적기업 제품 구매의도는 독립적 자기해석보다 인상관리 경향이 강한 상호의존적 자기해석에서 상대적으로 높게 나타났다. 둘째, 자기해석과 제품특성 간의 상호작용효과는 유의하게 나타났다. 독립적 자기해석에서는 제품의 사회적 정체성 표현 정도에 따른 구매의도에 차이가 나타나지 않았으나, 상호의존적 자기해석에서는 사회적 정체성 표현 정도가 높은 제품의 경우 구매의도가 상대적으로 높게 나타난 반면, 정체성 표현이 낮은 제품의 경우 구매의도가 낮게 나타났다. 마지막으로 자기해석과 제품특성, 구매상황 간의 상호작용효과는 통계적으로 유의하지 않았다. 그러나 방향성은 예상과 같이 나타났는데, 독립적 자기해석에서는 제품특성과 구매상황의 상호작용에 따른 구매의도 차이가 나타나지 않았지만, 상호의존적 자기해석에서는 사회적 정체성 표현 정도가 높은 제품의 경우 자기를 위한 구매보다 타인을 위한 구매에서 자신의 긍정적인 인상을 전달하고자 하는 인상관리 동기가 강하게 작용하기 때문에 구매의도가 더 높게 나타났다. 반면 사회적 정체성표현이 낮은 제품의 경우에는 자기를 위한 구매와 타인을 구매 간에 구매의도 차이가 나타나지 않았다. 본 연구는 사회적기업 제품 구매행동에 영향을 미치는 요인으로 개인적 가치 동기인 인상관리를 고려함으로써 소비자 관점 연구의 활성화에 기여하였다. 실무적으로는 사회적기업의 마케팅 성과 제고를 위한 전략 수립에 있어서 기존에 강조해왔던 ‘착한 소비’ 또는 ‘사회와 타인을 위한 이타적 소비’에서 나아가 소비자의 개인적 가치 동기에 대한 고려도 필요함을 제안하였다.

Put Your Best Foot Forward: Introduction to the Special Issue on Understanding Effects of Impression Management on Assessment Outcomes

Put Your Best Foot Forward: Introduction to the Special Issue on Understanding Effects of Impression Management on Assessment Outcomes

인상관리와 자기통제가 소비자의 정보탐색에 미치는 영향 : 자기를 위한 결정과 타인을 위한 결정을 중심으로

인상관리와 자기통제가 소비자의 정보탐색에 미치는 영향 : 자기를 위한 결정과 타인을 위한 결정을 중심으로

Lab to life: impression management effectiveness and behaviors

ABSTRACT Studies assigning impression goals to achieve in the laboratory typically assume their results translate to social success outside. To test this, 156 participants interacted with a confederate, first with no goal (baseline) and then with a goal (post-goal). Goals were to appear likeable, intelligent, likeable and intelligent, or no goal (Control). Up to 10 friends provided ratings of participants. According to video perceivers, participants achieved their goals on average (relative to Control). Confident-type behaviors mediated Likeability condition assignment (relative to Control) and post-goal likeability, and less smiling/laughing mediated Intelligence condition assignment (relative to Control) and post-goal intelligence. Post-goal perceiver ratings (controlling for baseline) correlated with self-rated and friend-rated social life outcomes, suggesting laboratory impression success translates to outside social success.

Are employee surveys biased? Impression management as a response bias in workplace safety constructs

Safety researchers often rely on employee surveys, which are susceptible to impression management. The purpose of this investigation was to estimate the prevalence of impression management in self-report measures of workplace safety constructs in three distinct samples. Results from an initial sample of research laboratory personnel indicated that impression management accounted for 28% of the variance in the relationships among safety constructs. In a second sample of research laboratory personnel, impression management was significantly related to safety constructs even after controlling for personality trait variance and accounted for more variance (35%) in the safety construct relationships than what was found in the first sample. A third sample of oil and gas personnel provided less support for the biasing effect of impression management, accounting for 11% of the variance in safety construct relationships. Overall, these data suggest that impression management accounts for up to one-third of the variance in workplace safety construct relationships. Safety researchers should seek to replicate these findings, examine interventions to reduce the prevalence and impact of impression management, and identify alternative sources or methods of assessment.

Living sustainability, or merely pretending? From explicit self-report measures to implicit cognition

Recent research supports that a person’s self-reported explicit attitude is not necessarily consistent with their implicit attitude. However, in sustainability research, implicit cognitive measures are still at their early stages, and consider primarily singular aspects of sustainability. Here, we pose that the degree of congruence of individuals’ implicit and explicit attitudes represents the foundation of any organization’s sustainability culture. Although many organizations assert that sustainable development represents an important dimension of their vision and strategy, in reality, sustainable development often translates simply into explicit self-presentation and reputation. Traditional methods such as surveys lack information on implicit measures and—since they collect data based solely on the explicit knowledge of the respondents, which may be biased by social desirability and impression management—can therefore not determine the degree of congruence between explicit and implicit attitudes. We implemented a browser-based application of the Implicit Association Test (IAT) regarding sustainability as a reaction time-based cognitive measure supported by an interactive and activating process that was completed by 114 executives. Additionally, a questionnaire-based survey was conducted among them to investigate their explicit attitudes. We calculated Pearson correlation coefficients and conducted repeated measures MANOVA and principle component analysis. Our data analysis demonstrated low congruence between explicit and implicit sustainability orientations (Pearson’s r ranging from − 0.10 to 0.31). Potential explanations for our findings relate to the effects of impression management and individuals’ lack of cognitive processing of their own sustainability orientation. In sum, exploring the potential incongruence between explicit and implicit sustainability orientations helps narrow an important knowledge gap and provides a basis for rethinking the impact of internal and external learning processes within and between organizational systems, society, and science.

Disclose or not? Effect of impression management tactics on hireability of persons with epilepsy.

The purpose of this study is to determine the effect of assertive impression management (IM) tactics, such as personal storytelling and self-promotion, on job interview outcomes of people with epilepsy. Specifically, the effect of IM on interviewers' subjective impressions and evaluation of hireability of job candidates with epilepsy were examined. Ninety-nine master's level graduate students majoring in business or human resources were randomly assigned to three experimental conditions to view one of three 15-min video clips of a job applicant interviewing for a technical computer sales position. The three experimental conditions were (1) job applicant who did not disclose any disability, (2) job applicant with epilepsy who did not use IM tactics, and (3) job applicant with epilepsy who used IM tactics. After watching the job interview video portraying the experimental conditions, participants were asked to rate the job applicant in terms of general impression and hireability for the described position. The use of IM was found to have a significant effect on job interview outcomes (p < 0.01). Post hoc comparisons indicated that the average rating of business/human resources students on both general impression and hireability for the job applicant with epilepsy and IM condition were significantly higher than for the job applicant with epilepsy who did not use IM condition. Furthermore, mediation analysis revealed that general impression is a mediator for the relationship between IM and interview outcomes. This study demonstrates that IM has a significant and positive effect on job interview outcomes for persons with epilepsy. IM can be used as a powerful strategy for empowering people with epilepsy to combat disability stigma, and offset negative perceptions of employers about the potential of this population to be productive workers.

Making an Impression Through Openness: How Open Strategy-Making Practices Change in the Evolution of New Ventures

While previous open strategy studies have acknowledged open strategy’s function as an impression management instrument, their focus has mostly been on short episodes. The impression management literature, meanwhile, pays openness scant attention. By studying how new ventures engage in open strategy-making, we track how open strategy-making and respective impression management benefits evolve over time. Specifically, we draw on a comparative case study of two firms’ blog communication on strategy-related issues and corresponding audience responses over a four-year period. We identify three distinct modes of how organizations engage in open strategy-making with external audiences and show how each mode is related to a specific set of impression management effects. Having established the impression management functions of these modes, we then demonstrate how open strategy-making contributes to new ventures’ quests for legitimacy as they evolve. In the launch phase, dialoguing with blog audiences helps a venture attract endorsements for its organization and products. As the venture grows, concentrating on broadcasting relevant strategic information may attract media audiences’ additional support for pursuing openness as a desirable organizational practice.

The Effects of Impression Management on Coupon Redemption across Cultures

ABSTRACTThis research examines the effects of impression management on consumers’ coupon redemption and suggests different underlying mechanisms with respect to cultural self‐construal. Four studies show that, when primed with impression management, individualistic (vs. collectivistic) consumers are more likely to redeem coupons, because individualists believe that coupon redemption creates the impression of being smart. On the other hand, collectivistic consumers are less likely to redeem coupons when coupon usage is visible to others, because they believe that coupon redemption gives the impression of being cheap. These findings are explained within the context of cultural self‐construal and regulatory focus theory.

On the formation of favourable impressions: Associations between self-presentation motives, task behaviour, and others’ evaluations of the self in a team-sport setting

Individuals adopt self-presentation motives in sport settings to shape others’ perceptions of the self. However, the effectiveness of different types of motives in shaping favourable evaluations has not been explored. We examined pathways from 2 × 2 self-presentation motives to others’ evaluative perceptions via task behaviour. Participants (N = 112) reported their self-presentation motives immediately prior to a basketball game, had their behaviours (i.e., shots, time spent on the sideline) recorded via video during the game, then completed agentic (e.g., competent) and communal (e.g., supportive) ratings of their teammates following the game. Structural equation modeling revealed positive pathways from acquisitive motives to behaviour (i.e., acquisitive agency) and favourable evaluations (i.e., acquisitive-agency and -communion). Negative pathways were observed from protective communion to behaviour and others’ evaluations. The findings indicate that different types of self-presentation motives may differ in their impression management effectiveness and may either promote or suppress task behaviour.

The Effect of Peer's Impression Management on Employee's Organizational Behavior: The Mediating Effect of Impression Management Motive and Moderating Effect of Internal Locus of Control

The purpose of this study was to investigate the relationship among peer's impression management, employee's impression management motive, and employee's organizational behavior(task performance and voice behavior). Also, this study examined the mediating role of employee's impression management motive in the relationship between peer's impression management and employee's organizational behavior and the moderating role of internal locus of control in the relationship between peer's impression management and impression management motive. Data were gathered from 251 employees from a number of companies by survey research method. The result of this study showed that peer's impression management influences on employee's impression management motive, and employee's impression management motive influences on both task performance and voice behavior. Employee's impression management motive fully mediated the relationship between peer's impression management and employee's organizational behavior(task performance and voice behavior), and internal locus of control moderated the relationship between peer's impression management and employee's impression management motive. That is, the positive relationship between peer's impression management and employee's impression management motive was stronger when employee's level of internal locus of control was high. Based on the results, the implications of this study and the directions for future research tasks were discussed with limitations.

Regain Acceptance from Being Ostracized: Effects of Impression Management and Self-Monitoring

Research on ostracism suggests that being socially excluded can trigger an individual’s desire to belong by using social influence tactics, such as impression management, to regain social acceptanc...

The Ability to Identify Criteria: Its Relationship with Social Understanding, Preparation, and Impression Management in Affecting Predictor Performance in a High-Stakes Selection Context

The ability to correctly identify the criteria (ATIC) that are being evaluated in a selection procedure is a relatively new construct attracting attention because of its significant relationship with performance in selection assessments and its potential for explaining their criterion validity. Multiple source data from 319 applicants undergoing a high-stakes medical student selection procedure were used to test a moderated mediation model that extends current understanding of the nomological net of this construct. Results show that ATIC fully mediated the relationship between interview preparation and performance, partially mediated the effect of social understanding on performance, and moderated the effect of impression management on performance. Findings are explained in terms of cognitive theories of cue recognition, and practical implications are discussed.