Organizational Impression Management Research Articles

Posting to impress? Organizational impression management tactics multinational firms employ to showcase innovations supporting SDGs

Multinational enterprises (MNEs) play a significant role in promoting innovation and implementing Sustainable Development Goals (SDGs). MNEs have embraced social media use not only to promote themselves, but also to engage with various stakeholders. Using mixed methods such as Python programming scripts, big data analysis, text analysis and coding, this study explores Facebook (FB) communications specific to innovation and SDGs (ISDG). The study's findings suggest that only approximately 2.7% of the overall communications are about ISDGs. The frequency of ISDG communications varies by industry category and region, but public engagement only varies by industry. Additionally, the study found that MNEs predominantly use assertive organizational impression management (OIM) tactics in their ISDG communications. Our analysis also suggests that ISDG communications tend to focus on SDGs that impact positive externalities rather than negative ones. Overall, our findings indicate that slowly but surely most MNES are laying down the foundation for possibly adopting innovations related to the implementation of SDGs.

Military Organization’s Use of Social Media and Its Relationship with Politics: Evidence from Pakistan

The literature on social media (SM) use in government organizations primarily focuses on service delivery, publicity, and public relations. But, how a public sector security organization’s use of social media is related to electoral politics in a country is least understood. This paper conceptualizes the Pakistani military’s use of digital media, drawing on the theory of organizational impression management (IM). It further explores the impact of military-related social media activists (SMAs) on electoral politics in Pakistan. Structural equation modeling was used to test the conceptual model, demonstrating that the citizens’ connectedness with military-related SMAs is significant and positively associated with their voting realignments during the 2018 elections in Pakistan. The results revealed that the citizens’ greater online political participation increases their likelihood of connecting with military-related SMAs. On the contrary, their engagement with the offline political process reduces the chances of consuming the military’s impression management content over social media.

The Impact of the Servant Leadership in the Management of Organizational Impression at Staff of Palestinian Private Universities

The study aimed to demonstrate the impact of servant leadership in managing the organizational impression among employees in private Palestinian universities. It followed the descriptive analytical approach and applied its vocabulary to a simple random sample of (388) employees in private Palestinian universities (University of Palestine, Israa University, Gaza University), using A comprehensive survey method for all members of the total population of (578) employees. The questionnaire and interviews were used as tools for collecting data.The results showed that the servant leadership came in at a significant 77.52%. The level of management of organizational impression management came in a large percentage (78.23%). The dimensions of the servant leadership (Empowerment, Emotional Containment) in managing the organizational impression were proven to be significant (70.6%), but did not demonstrate the dimensions (interest in subordinates, community service). Differences in examiners' responses to (Servant Leadership, Management of Organizational Impression) were not demonstrated depending on variables (Type of Job, Gender, Age Group, Years of Service And Academic Degree), but were found depending on the variable University Name between Israa University and Gaza University was for the benefit of Israa University.The study recommended enhancing attention to subordinates in clear ways that employees can feel and mentally link them to the services provided by the university community.

Firm performance feedback and organizational impression management: The moderating role of CEO overconfidence

Abstract We propose that while positive performance feedback is positively related to firm sentiment, negative performance feedback is negatively associated with the firm sentiment. Additionally, overconfident Chief Executive Officers (CEOs) will improve the positive relationship between positive performance feedback and firm sentiment and reduce the negative relationship between negative performance feedback and firm sentiment. Using 7,182 firm-year observations for the 2004−2017 period, we show that positive performance feedback positively affects firm sentiment, and negative performance feedback negatively influences firm sentiment. We also found that higher levels of CEO overconfidence will minimize the negative impact of negative performance feedback on firm sentiment. Our research extends the current discourse on organizational impression management (proxied by firm sentiment) and CEO overconfidence research as we provide a nuanced relationship between firm performance feedback and organizational impression management. Our findings have theoretical and practical implications for corporate governance leaders and shareholders.

Transparency about lagging diversity numbers signals genuine progress.

Numerous organizations pledge to increase diversity, yet few publicly disclose how diverse they are. We suggest this reluctance to be transparent stems from an intuitive (albeit often misplaced) psychological calculation: that revealing struggles to increase diversity will undermine one's credibility and reputation. We evaluate the effects of transparency about lagging diversity numbers across four preregistered studies (n = 4,483), using real EEO-1 diversity disclosures from S&P 100 companies (Study 1) and information about the representation of racial/ethnic minorities in participants' own organizations (Studies 2-4). Contrary to conventional wisdom and related research on impression management in organizations, we observe that transparency about unfavorable diversity outcomes signals the genuineness of one's commitment to diversity and thus increases perceptions of progress and trustworthiness. This research importantly synthesizes and extends scholarship on intergroup relations and self-disclosure and further suggests that, in some cases, the utility of transparency for managing diversity is misunderstood. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Managing Asymmetric Events With Anticipatory and Reactive Strategies

Impression management refers to the strategies a firm uses to influence how evaluators view the firm, a key factor that impacts firm outcomes and that is particularly salient when negative events are disclosed. Research to date has investigated how firms manage evaluator impressions either before or after such events, but considerations of how firms use anticipatory and reactive impression management together remains less developed. To address this limitation, we build on event-oriented perspectives in management and leverage theory from organizational impression management to first delineate how information asymmetric negative events—salient and damaging occurrences known first to firm insiders—enable firms to use anticipatory and reactive impression management strategies as an interrelated effort. We then investigate the degree to which evaluators’ reactions to anticipatorily managed events moderate reactive strategy selection following asymmetric events. We conclude by assessing the relative effectiveness of different strategic combinations on firm stock responses following an asymmetric event. Using a comprehensive sample of 238 late-stage, publicized clinical trial termination events in the pharmaceutical industry from 2003 to 2017, we find strong support for our hypotheses. Overall, this study seeks to demonstrate how firm impression management may be more nuanced and interrelated than previously theorized and how a greater understanding of these strategies can fundamentally shape how firms manage asymmetric events.

Multistakeholder impression management tactics and sustainable development intentions in agri-food co-operatives

Abstract This study examines the organization impression management (OIM) tactics used in agri-food cooperatives to communicate their intentions toward sustainable development. Based on content analysis of the chairperson and CEO statements of 14 agri-foods cooperatives from six years' annual reports, this study sheds light on the role of member-owned firms in shifts toward realizing the United Nations Sustainable Development Goals (SDGs). The paper proposes multistakeholder OIM tactics. These insights about sustainable development extend knowledge of how senior managers communicate their intentions in multistakeholder situations, which include shareholders, suppliers, customers, and local communities. This study contributes to the literature on organizational impression management and member-owned firms. Managerial implications are also outlined.

Enhancing the Representation of Women: How Gender Diversity Signals and Acknowledgement Affect Attraction to Men-Dominated Professions

While organizations around the world recognize the importance of gender diversity and inclusion, many struggle to reach gender parity (Sneader & Yee, 2020). Particularly, women account for less than 15% of all sworn police officers (Donohue Jr, 2020). Considering signaling theory and novel research in organizational impression management, we examined the utility of various recruitment messaging techniques for attracting women job seekers to professions dominated by men, at both a consulting firm and law enforcement agency. Women evaluating consulting firm materials perceived greater behavioral integrity and were subsequently more attracted to the organization if recruitment messages included both high gender diversity signals and an explicit acknowledgement of the lack of gender diversity. With the law enforcement agency, a direct effect of the proposed interaction was identified, in that women were more attracted to police recruitment materials signaling gender diversity and explicitly acknowledging the lack of gender diversity within the agency. Materials had no adverse effect on men’s attraction. Last, research questions surrounding person-organization fit and risk propensity were analyzed to further explore the acknowledgement tactic.

Sustainable development and stakeholder engagement in the agri‐food sector: Exploring the nexus between biodiversity conservation and information technology

AbstractOrganizations across various industries engage in biodiversity conservation as a way to achieve sustainable development and to manage stakeholder engagement expectations. Although the importance of information and communication technology to promote biodiversity conservation has been recognized, little attention has been devoted to shedding more light on corporate practices in this area. This study explores how organizations do use information technology and reporting practices to influence stakeholders' perceptions on biodiversity initiatives. Data are collected from agri‐food companies listed by the Fortune Global 500. Based on a qualitative content analysis approach, this research found that geospatial technologies and web‐based features support organizations' impression management efforts with regard to their biodiversity conservation practices. More precisely, our findings suggest that organizational impression management tactics of abstraction, selectivity and self‐promotion are used to rationalize corporate actions in this area. The paper develops a better understanding of corporate tactics aimed at influencing stakeholders' perceptions of the reliability and credibility of companies' biodiversity conservation practices. Implications of the results for the stakeholders of business organizations are also discussed. This study offers contributions to the body of literature on biodiversity reporting, communication technology and impression management tactics. Managerial implications and avenues for future research are also described.

Impression Management and Mismanagement in Organizations

Within and outside of the workplace, individuals regularly engage in impression management, or attempts to manage how they are perceived by others to create positive impressions of themselves (Bolino & Turnley, 2003; Jones & Pittman, 1982; Wayne & Liden, 1995). Despite the importance of cultivating a good impression, it is not uncommon for individuals to misunderstand how certain behaviors will be perceived by others (Steinmetz, Sezer, & Sedikides, 2016). The five papers in this symposium each address an important aspect of impression management and highlight nuances that provide a greater understanding of 1) when and why impression mismanagements might occur and 2) how individuals can become better impression managers so they can more effectively reach their goals. These papers examine various forms of impression management, both through language and actions, and discuss how context affects the extent to which impression management is successful. How does Variability Affect Humanization? Presenter: Kristina Wald; U. of Chicago Booth School of business Presenter: Jane Risen; U. of Chicago Booth School of business I Told You So Effect Presenter: Ovul Sezer; Columbia Business School Presenter: Salvatore J. Affinito; Harvard Business School Presenter: Bradley R. Staats; U. of North Carolina, Chapel Hill Intrinsic Motivation Display as Impression Management Presenter: Mijeong Kwon; U. of Colorado, Denver Sending Signals: Strategic Displays of Warmth and Competence Presenter: Bushra Sarah Guenoun; Harvard Business School Presenter: Julian Jake Zlatev; Harvard Business School Observer Reactions to Impression Management Use in the Workplace Presenter: Lynn A. McFarland; Darla Moore School of Business, U. of South Carolina Presenter: William Benjamin Ward; U. of South Carolina Presenter: Silvia Clark; Darla Moore School of Business, U. of South Carolina Presenter: Jonathan Hendricks; U. of Nebraska, Lincoln

Gender diversity on boards for organizational impression management: An empirical study of Japanese firms

AbstractThe literature on gender diversity on corporate boards is growing, yet firms' motivation for achieving such diversity remains underexplored. This study examines the potential objective behind appointing female directors that could be driven by organizational impression management based on the hypothesis that firms strategically propose to nominate female directors when they need to form a favorable impression to their stakeholders, especially in relation to executive compensation. This study analyzed annual shareholders meeting agendas for 3585 listed Japanese firms between 2011 and 2020 and found that firms placed female director appointments on the meeting agenda when they needed approval for the revision of executive compensation. This tendency was strengthened for firms with more outside directors. This study's approach and findings contribute to the literature on corporate board gender diversity by suggesting organizational impression management as a potential strategic motivation behind the appointment of female directors.

Dignity for Whom? How 4-Year Catholic Institutions Display Commitments to Diversity on Institutional Websites

This article presents the findings of a content analysis study that examined how Catholic institutional websites displayed commitments to diversity through their publicly available websites. This research project used a conceptual framework exploring the phenomenon of organizational impression management, which is concerned with how institutions shape their image to various audiences. The literature on non-performative diversity language in higher education is reviewed, illustrating how colleges and universities may profess a commitment to diversity in the abstract without engaging in meaningful change. Using a sample of 54 institutions representing 22 of the 25 Catholic congregations (i.e., religious orders), we surveyed their websites to understand how and where they discussed topics of diversity. This process involved examining what specific language each institution used to articulate its commitments (e.g., diversity, equity, inclusion, social justice) and who was associated with diversity work. Findings revealed that a majority of institutional websites included references to diversity-related terms, but failed to define the meaning of the words being used. Additionally, findings indicated that Catholic higher education institutions widely varied in the positioning of diversity-related content on their websites. Suggestions for future research and implications for practice are then offered for religiously affiliated institutions of higher education.

Short- and Long-Term Consequences of a Signal to Multiple Stakeholders: Evidence from Japanese Firms

Mergers and acquisitions (M&As) are increasingly important globally. In this environment, we observe that Japanese firms have started voluntarily announcing M&A budgets since the 2000s. Given that such announcements may be intended as an anticipatory impression management technique, what are the consequences of such specific announcements from the perspectives of multiple stakeholders both in the short and long run? In the spirit of phenomenon-based research, we address the question by drawing on the research concerning signaling and organizational impression management and by considering the business and social contexts in Japan. We test our hypotheses mainly by using a sample of 895 firms listed on the TOPIX 1000 of the Tokyo Stock Exchange from 2004 to 2017.

Brewing a Craft Impression: A Multilevel Study About the Orchestration of Organizational Impression Management Through Authenticity

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.

Gender-related discourses in corporate annual reports: an exploratory study on the Bangladeshi companies

PurposeThe purpose of this study is to explore the gender-related discourses in the annual reports of the listed companies in Bangladesh.Design/methodology/approachTo fulfill this objective, a sociological discourse analysis (SDA) of the gender-related texts in the annual reports of Bangladeshi companies (listed in the Dhaka Stock Exchange) was conducted. Sandberg and Holmlund’s (2015) organizational impression management tactics (description, praise, admission, defense and writing styles) was applied as the analytical framework of SDA. The findings of the study were interpreted from a triangulation of two different theories: legitimacy theory and impression management theory.FindingsThe study suggests that the companies in Bangladesh are disclosing gender-related information to a limited extent. They provide some information in relation to equal opportunities, business activities targeted to women and corporate contribution to women’s welfare. Most of these gender-related discourses are rhetorical in nature. The companies used various impression management tactics such as description, praise, positive writing style, vague writing style and emotional writing style.Research limitations/implicationsThis study is exploratory in nature and focuses on cross-sectional data. Thus, it does not identify the trend of corporate gender reporting over the years.Practical implicationsAt the policy level, the findings revealed a need for reporting guidelines for gender narratives. Although there is a global gender reporting guideline as proposed under global reporting initiative, there is no local guideline in Bangladesh. Our findings suggest that in the absence of proper directives, companies presented facts and figures rhetorically and qualitatively.Social implicationsOur findings provide valuable insights for the companies in assisting the Government of Bangladesh to deal with the prevailing gender inequality and achieved gender-related sustainable development goals. It is argued that the government should take more interest in corporate social responsibility activities (such as promoting gender equality) and introduce legislation and guidelines for social accounting.Originality/valueThis is one of the very few studies that illustrate the corporate gender reporting of a developing economy – Bangladesh. To make a unique contribution to corporate gender disclosure, the study has drawn its analysis from a triangulation of the impression management and the legitimacy perspectives. Also, the use of SDA for annual report analysis has informed the readers about “how” the corporate narratives are presented in the annual reports rather than “what” issues are disclosed as commonly done in content analysis.

A Financial Fraud Detection Model Based on Organizational Impression Management Strategy

Financial fraud misleads investors into making wrong decisions based on incorrect information, especially for listed companies’ financial statements fraud. It damages investors’ interests, disturbs the economic order, and creates a crisis of trust, which is extremely harmful. Therefore, it is of great significance to build an effective financial fraud detection model for listed companies. This study uses a sample of 126 Chinese listed companies from 2013 to 2017 to examine the relationship between two organizational impression management strategies (promotion strategy and defense strategy) and financial fraud using the integrated learning methods. This study innovatively analyzes financial fraud using social media data and annual reports’ readability data as non-financial features. The results show that companies implementing the defensive/protective strategy were more likely to commit financial fraud. In addition, the average number of tables in a company’s annual report can significantly help researchers to judge fraud.

Org. Legitimation in a Polarized Media Landscape: The Role of Robust Org. Impression Management

We conducted a longitudinal case study about the United States (U.S.) electronic vehicle manufacturer Tesla and its spokesperson Elon Musk to investigate how organizations can maintain organizational legitimacy through organizational impression management among a heterogeneous audience, as exemplified by the ideologically polarized U.S. media landscape. We uncovered that Tesla’s spokesperson, Elon Musk, mobilized two different types of what we refer to as ‘robust organizational impression management’ (i.e., chameleon and diplomacy strategies). The ‘chameleon strategy’ portrays Tesla as ideologically open and appeals to different, highly polarized audience demands, while the ‘diplomacy stratgy’ places Tesla in a diplomatic role that serves to de-polarize how the audience views the organization. Together, these strategies enabled Musk to both retain Tesla’s good relations with the leftwing media and to simultaneously reduce its illegitimacy among the rightwing media outlets. In this way, Tesla maintained its legitimacy among a highly heterogeneous audience. Our study contributes to the literatures on organizational legitimation, organizational impression management, robust action, and political ideology.

Will Motives Matter? The Impact of OCB from an Actor-Centric Perspective

Drawing on self-determination theory and conservation of resource theory, we examined whether organizational concern (OC) motives and impression management (IM) motives behind employees’ organizati...

Hidden In Plain View: Managerial Obfuscation, External Monitoring, and Their Effects On CSR

While research has grown on organizational impression management (OIM), less explored are the second order effects of OIM. More specifically, important stakeholders should respond to attempts to in...

Influencing how one is seen by potential talent: Organizational impression management among recruiting firms.

This paper investigates how employers influence the beliefs, attitudes, and behaviors of potential talent as part of a process of Organizational Impression Management (OIM) during the recruitment process. Several studies were conducted seeking to address the lack of empirical research on what recruiters do to manage organizational images. Study 1 developed and validated an empirical measure of OIM. Study 2 demonstrated that OIM tactics were distinct from other phenomena encountered by job seekers as part of the recruitment process. Study 3 established predictive validity by investigating the impact of OIM on organizational images and attraction in a field experiment setting. Implications for future research in OIM, as well as recruiting organizations in the practice of OIM, are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).