Counternormative impression management, likeability, and performance ratings: the use of intimidation in an organizational setting

2003 ◽  
Vol 24 (2) ◽  
pp. 237-250 ◽  
Author(s):  
Mark C. Bolino ◽  
William H. Turnley
Keyword(s):  
Impression Management ◽  
Performance Ratings ◽  
Organizational Setting ◽  
And Performance

Impression Management Tactics and Performance Ratings: A Moderated-Mediation Framework

2017 ◽  
Vol 24 (1) ◽  
pp. 19-34 ◽  
Author(s):  
Belén Bande ◽  
Pilar Fernández-Ferrín ◽  
Carmen Otero-Neira ◽  
José Varela
Keyword(s):  
Impression Management ◽  
Moderated Mediation ◽  
Performance Ratings ◽  
And Performance ◽  
Impression Management Tactics ◽  
Management Tactics

The impact of impression management over time

2014 ◽  
Vol 29 (3) ◽  
pp. 266-284 ◽  
Author(s):  
Mark C. Bolino ◽  
Anthony C. Klotz ◽  
Denise Daniels
Keyword(s):  
Field Study ◽  
Impression Management ◽  
Performance Ratings ◽  
Content Type ◽  
New Employees ◽  
Negative Effect ◽  
Repeated Use ◽  
And Performance ◽  
The Impact ◽  
Positive Effect

Purpose – The purpose of these studies was to investigate how the repeated use of impression management (IM) tactics is related to supervisor perceptions in newly formed supervisor-subordinate dyads. Design/methodology/approach – Two studies were conducted – a lab study in which participants evaluated a confederate who performed an accounting task while using different types of IM across five trials, and a field study examining the IM tactics of new employees and their supervisors' ratings of likability and performance at two points in time. Findings – In the lab study, the repeated use of ingratiation had an increasingly positive effect on performance ratings, whereas repeated apologies had an increasingly negative effect on evaluations of performance. The influence of IM tactics on ratings of subordinate likability did not change with repeated use. In the field study, subordinates' use of apologies and justifications was more strongly associated with supervisor evaluations of likability and performance in earlier stages of their relationship. Practical implications – Employees need to be mindful that IM tactics may vary in their effectiveness depending on the timing and frequency of their use. Furthermore, supervisors should consider the initial influence that IM has on their ability to objectively evaluate new subordinates. Originality/value – This research is unique in that it examined how the repeated use of both assertive (i.e. ingratiation and self-promotion) and defensive (i.e. apologies and justifications) IM tactics are related to both evaluations of likability and performance ratings at multiple points in time.

scholarly journals Identity inferences: Implicatures, implications and extended interpretations

2020 ◽  
Vol 29 (4) ◽  
pp. 424-445
Author(s):  
Billy Clark
Keyword(s):  
Impression Management ◽  
Video Recording ◽  
House Of Commons ◽  
Communicative Interaction ◽  
Select Committee ◽  
Communicative Acts ◽  
Language Varieties ◽  
Clear Cut ◽  
Construction Of Identity ◽  
And Performance

This article considers how ideas from relevance-theoretic pragmatics can be applied in understanding the construction of identity in interaction, while presupposing that consideration of ideas about identity can make a significant contribution to pragmatic theories. While previous work on pragmatics has focused on the construction and performance of identity, this has not been much discussed in work from a relevance-theoretic perspective. For illustration, the article refers mainly to a video recording of a UK House of Commons Select Committee session on drug addiction. While the video provides considerable relevant data about identity construction, the article does not develop a detailed analysis of the video or the extracts it focuses on. Instead, it uses them to argue for the usefulness of relevance-theoretic ideas in understanding identity and impression management. The ideas focused on are that communication can be stronger or weaker (i.e. it can be more or less clear that particular assumptions are being intentionally communicated), that there is no clear cut-off point between very weakly communicated implicatures and non-communicated implications, that interpretation generally involves going beyond what the communicator intended to derive the addressee’s own conclusions, that the effects of communicative interaction include more than the derivation of new assumptions and that adjustments to ‘cognitive environments’ (the sets of assumptions which are accessible to individuals at particular times) can continue after interactions take place. These ideas can be useful in a number of areas including in understanding identity in general, literary identities, attitudes to language varieties, the production of communicative acts and the teaching of spoken and written communication.

The Future of Performance Ratings: Collected Thoughts From Six Emerging Scholars

2016 ◽  
Vol 9 (2) ◽  
pp. 334-337
Author(s):  
Andrew M. Bleckman ◽  
Sarah N. Guarino ◽  
Wesley Russell ◽  
Eileen C. Toomey ◽  
Paul M. Werth ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Performance Ratings ◽  
Final Examination ◽  
Next Generation ◽  
General Survey ◽  
The Future ◽  
And Performance ◽  
Appraisal Processes

During the fall 2015 semester, I (i.e., the last author of this response) taught a doctoral seminar on performance appraisal. Although this course was a general survey of research and theory regarding work performance and performance appraisal processes and methods, we also talked extensively about the value of performance ratings to organizations, raters, and ratees. It was indeed serendipitous that this focal article came out when it did. As part of the final examination requirements (and, admittedly, as a pedagogical experiment), I asked the six PhD students in this course (i.e., the first six authors of this response) to read and respond to the Adler et al. (2016) debate regarding the relative merits of performance ratings. To highlight the perspectives of this next generation of industrial and organizational psychologists, I have collected here various representative comments offered by each of these emerging scholars on this issue.

Use of the MMPI-2 to predict the employment continuation and performance ratings of recently hired police officers

1998 ◽  
Vol 13 (1) ◽  
pp. 40-44 ◽  
Author(s):  
William U. Weiss ◽  
Gerald Serafino ◽  
Ann Serafino ◽  
Walt Willson ◽  
Steve Knoll
Keyword(s):  
Police Officers ◽  
Performance Ratings ◽  
And Performance

New Wrinkles in The Theory of Age: Demography, Norms, and Performance Ratings

1988 ◽  
Vol 31 (2) ◽  
pp. 309-337 ◽  
Author(s):  
Barbara S. Lawrence
Keyword(s):  
Performance Ratings ◽  
And Performance

Academic Job Involvement and Performance: Another Look

1985 ◽  
Vol 57 (3) ◽  
pp. 1007-1012 ◽  
Author(s):  
Samuel Rabinowitz
Keyword(s):  
Business Students ◽  
Job Involvement ◽  
Performance Ratings ◽  
Final Grade ◽  
Upper Level ◽  
And Performance ◽  
The Relationship

The relationship between academic job involvement and performance was explored in a sample of 80 upper-level business students. Data relating to academic job involvement (a modification of a job-involvement measure), final grade, GPA, performance ratings for self and peers, number of absences, and effort were collected. Significant correlations were .24 between academic job involvement and final grade, -.26 number of absences, and .34 effort. These results are discussed in light of prior research and implications for further exploration are identified.

Exemplification and Perceived Job Insecurity

2014 ◽  
Vol 13 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Nele De Cuyper ◽  
Bert Schreurs ◽  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Hans De Witte
Keyword(s):  
Impression Management ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Insecurity ◽  
Self Regulation ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Unintended Effects ◽  
And Performance

Impression management is typically seen as a means to achieve success. Little is known about potential side effects for the self, or about impression management aimed at prevention of loss. Here, we probe the relationship between exemplification (impression management aimed at acquiring the image of model employee) and performance and emotional exhaustion, accounting for the moderating role of job insecurity. We use the Resource Model of Self-regulation and the Conservation of Resources Theory to propose that the association of exemplification with performance and emotional exhaustion is more positive with increased job insecurity. Hypotheses were tested in a sample of 603 Peruvian workers using structural equation modeling (SEM). The pattern of results supported our hypotheses: Exemplification has unintended effects when workers feel insecure.

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