Is subordinate's loyalty a precondition of supervisor's benevolent leadership? The moderating effects of supervisor's altruistic personality and perceived organizational support

Based on Cheng's differential leadership theory, we investigated the relationship between a subordinate's loyalty to a supervisor (SLS) and the supervisor's benevolent leadership in Chinese organizations. We also explored two moderators of this relationship, the supervisor's altruistic personality and perceived organizational support (POS). Using survey research, we collected data from supervisor‐subordinate dyads in Taiwan and made 167 valid observations. The results showed that SLS positively relates to the supervisor's benevolent behaviours; however, this relationship is diminished by the supervisor's altruistic personality and POS. That is, when the supervisor has a high level of altruistic personality or POS, the association of SLS with the supervisor's benevolent leadership is weaker.     

An experimental approach to the use of ingratiation tactics under homogeneous and heterogeneous dyads

The present research investigated the occurrence of ingratiation as mediated by the sex of sender and recipient in a 2 × 2 × 2 factorial design and also explored the underlying structure and preference of ingratiation overtures. Subjects were instructed to enact the role of interviewees and were motivated either to make themselves amiable or to act spontaneously to improve evaluation accorded by the interviewer. It was hypothesized that ingratiation behaviours would be distinguished from spontaneous behaviours for the investigated opinion conformity, self-presentation, other-enhancement and smiling. These main effects were found and specified by the sex variables in the expected direction with modesty as an ingratiation tactic under the female homogeneous dyad, more ingratiation overtures under the heterogeneous than homogeneous dyads on some verbal measures, and less ingratiation smiling under the male homogeneous dyad. Further, verbal and nonverbal overtures were shown to possess a different structure, and a multivariate analysis of variance revealed opinion conformity to be the most sensitive differentiator between the verbal ingratiation overtures. The discussion deals with the search for the subtleties in ingratiation messages and emphasizes some provocative findings.     

Supervisor Trustworthiness and Subordinates' Willingness to Provide Extra‐Role Efforts1

A laboratory experiment was used to determine the separate and joint effects of behaviors denoting supervisor trustworthiness on subordinate willingness to provide the supervisor with extra‐role efforts. Results indicate that a supervisor's demonstration of benevolence toward the subordinate outweighed the supervisor's work‐relevant ability and his or her benevolence toward the subordinate's peers in positively influencing subordinate willingness to provide the supervisor with extra‐role efforts. Also, benevolence toward the subordinate's peers moderated the effect of benevolence toward the subordinate, whereby benevolence toward the subordinate had a reduced positive effect when the supervisor was not benevolent toward the subordinate's peers.     

The direct way may not be the best way: Children with ADHD and their understanding of self-presentation in social interactions

Knowledge and use of self-presentational tactics is an important social skill. We examined understanding of the function of three different self-presentational tactics (self-promotion, ingratiation and blasting) in 11 8–12-year-old boys with attention-deficit/hyperactivity disorder (ADHD) and 11 matched comparison children. Children were given six different self-presentation stories, two for each one of the three different tactics. After each story, they were asked to evaluate the effects of the self-presentational tactic used. Children with ADHD rated self-promotion and blasting as more positive and more effective—and ingratiation as less positive and less effective—than children in the control group. This implicates that children with ADHD prefer simple and direct self-presentational strategies (like self-promotion), and, therefore, may not as easily understand more subtle strategies (like ingratiation). They also seem to be more inclined to use negatively connoted strategies (like blasting). We suggest that this limited understanding of self-presentational strategies in children with ADHD may explain some of their problems in social interactions. Therefore, social skill interventions in children with ADHD should incorporate elements focusing on use and understanding of different self-presentational strategies.     

The moderating role of subordinate political skill on supervisors' impressions of subordinate ingratiation and ratings of subordinate interpersonal facilitation

Nearly 2 decades ago, social influence theorists called for a new stream of research that would investigate why and how influence tactics are effective. The present study proposed that political skill affects the style of execution of influence attempts. It utilized balance theory to explain the moderating effect of employee political skill on the relationships between self- and supervisor-reported ingratiation. Additionally, supervisor reports of subordinate ingratiation were hypothesized to be negatively related to supervisor ratings of subordinate interpersonal facilitation. Results from a combined sample of 2 retail service organizations provided evidence that subordinates with high political skill were less likely than those low in political skill to have their demonstrated ingratiation behavior perceived by targets as a manipulative influence attempt. Also, when subordinates were perceived by their supervisors to engage in more ingratiation behavior, the subordinates were rated lower on interpersonal facilitation. Implications of these findings, limitations, and future research directions are provided.     

Converting interns into regular employees: The role of intern–supervisor exchange

Internship participation has undergone rapid expansion over the past three decades, to a point where today, many graduates and internship host-organisations regard internships as the preferred career entry point into a range of professional vocations. To date, however, there has been a dearth of studies examining factors that can influence the conversion of interns into regular employees with their host-organisations. This study bridges that gap as it involved the collection of data at three time intervals from 303 intern–supervisor dyads (n = 606), in order to determine the key predictors of intern conversion. Findings indicated that although intern–supervisor exchange played a strong role in influencing intern's performance, learning opportunities and satisfaction it did not play a significant role in predicting both the intern's and the supervisor's conversion intentions. Nonetheless, both intern's and supervisor's conversion intentions measured during the internship period did play a strong role in predicting actual conversion to employment at the host-organisation subsequent to the intern's graduation. Thus, this study begins to shed light on the dynamics on intern conversion, as a pivotal early juncture in an employee's career lifespan.     

The impact of political skill on impression management effectiveness

In this study, the authors investigated the effect of an individual's political skill on the relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, self-promotion, and supplication) and supervisor evaluations of performance. To test these relationships, the authors used a matched sample of 173 supervisor-subordinate dyads who worked full time in a state agency. Findings showed that individuals who used high levels of any of the tactics and who were politically skilled achieved more desirable supervisor ratings than did those who used the tactics but were not politically skilled. Opposite results were found when impression management usage was low. That is, individuals who were not politically skilled created a more desirable image in their supervisors' eyes than did their politically skilled counterparts when they did not use these tactics. Practical and research implications for the findings as well as directions for future research are offered.     

Why does impression management positively influence interview ratings? The mediating role of competence and warmth

Though interviews assess job applicants' skills and abilities, they can be influenced by extraneous factors, including impression management (IM) tactics. Interviewees’ self‐promotion and ingratiation IM tactics predict higher interview ratings; however, researchers have yet to determine why these tactics work. We assessed whether two fundamental dimensions of social perception, competence and warmth, mediate the relationship between IM tactics and interview ratings. We hypothesized that interviewee competence mediates the relationship between self‐promotion and interview ratings, and interviewee warmth mediates the relationship between ingratiation and interview ratings. Using real employment interviews, we found that competence mediates the relationship between self‐promotion and interview ratings, but warmth did not mediate the relationship between ingratiation and interview ratings in the way we expected.     

The Effects of Monitoring Individual and Group Performance on the Distribution of Effort Across Tasks1

This study was concerned with the mechanism(s) via which performance monitoring affects task performance. To investigate whether an individual's concerns over the evaluation of his or her performance underlie the effects of performance monitoring (independent of contingent consequences) on the distribution of effort across tasks, the study examined whether the way in which individuals performed two tasks was differentially affected by the way in which supervisors monitored performance on those tasks. Subjects working in a group setting performed two different tasks for 90 minutes, their instructions being to perform as well as possible on each task. When supervisors periodically monitored the work output of each individual within the group on one of the two tasks, subjects perceived that the supervisor was evaluating and comparing individual performance, and produced more on the monitored task at the expense of the unmonitored task. When, however, the supervisor's monitoring focused on group rather than individual products, subjects perceived that the supervisor was less likely to be able to evaluate and to compare individual performance, and their performance on the two tasks was the same, regardless of which task was monitored. Path analysis supported the interpretation that the effects of monitoring on performance were mediated by evaluation concerns associated with performance on each task.     

Personality,situation, and positive–negative asymmetry in socially desirable responding

Based on previous research on socially desirable responding and positive—negative asymmetry, we hypothesized that (i) impression management is higher in public than in private settings, (ii) personal ideals linked to exemplification, ingratiation, and intimidation are related to an impression management tendency, (iii) negatively keyed social desirability items receive more extreme responses than positively keyed items, and (iv) self-esteem is correlated higher with negatively than with positively keyed self-deception items. Based on Jones and Pittman's (1982) model, exemplification, ingratiation, and intimidation are defined as impression management strategies that aim at presenting oneself as worthy, likable, or dangerous, respectively. Principally, the results obtained in a public setting (N=177) and a private setting (N= 165) support these hypotheses. The overall pattern of findings suggests that both context and personal ideals exert an influence on impression management scores, and that the keying direction of an item may be an important psychological determinant of a test response.     

Flattery will get you somewhere,sometimes? The effect of flattery and hotel segments on a hotel guests' green behavior

Considering the importance of the hotel guests' behavioral support for the hotels' green corporate social responsibility (CSR), this research examined the persuasive power of flattery in promoting guests' green behaviors. Study 1 revealed that a flattery message significantly increased the hotel guests' towel reuse intentions during their stay and this effect was mediated by their perceptions of the hotel's CSR motives. Study 2 further showed that a feeling of guilt served as another key mediator in the relationship between a flattery message and the guests' responses (i.e., perceived CSR motives, hotel image, attitudes toward a hotel, towel reuse intentions), which was moderated by hotel segment (economy vs. mid-priced vs. luxury). This research provides meaningful insights into the understanding of the consumers' pro-environmental decisions in the service consumption context and explains the underlying cognitive process. Moreover, this research offers an empirical message strategy by hotel segments to effectively promote the hotel guests' green behavior and achieve successful marketing outcomes.     

Presenting Different Selves to Different People: Self-Presentation as a Function of Relationship Type and Contingent Self-Esteem

Past work has established a connection between self-esteem and self-presentation; however, research has not explored how self-esteem that is contingent on one's relationship may influence self-presentational tactics in that relationship. Across two studies, undergraduate students reported on the extent to which their self-esteem depended on their friendship and romantic relationship, as well as the extent to which they engaged in self-presentation behaviors in those relationships. The results suggest that relationship-specific contingent self-esteem predicts relationship-specific self-presentation; however, friendship-contingent self-esteem predicted self-presentation in both friendships and romantic relationships. These results suggest that individuals are keenly and differentially attuned to qualitatively different relationships, and when perceiving potential problems, they attempt to remedy those through their self-presentations. Furthermore, results indicate the possibility that self-esteem tied to a particular relationship may not be as important as self-esteem based more generally on one's relationships.     

Ingratiation and Self‐Promotion in the Selection Interview: The Effects of Using Single Tactics or a Combination of Tactics on Interviewer Judgments

This paper investigates the relative effectiveness of the use of 2 impression‐management tactics—ingratiation and self‐promotion—on interviewers' evaluations of an applicant in a laboratory setting. It was suggested that the use of a single tactic would be better than the use of no tactic; that the use of self‐promotion would be more successful than the use of ingratiation; and, finally, that the use of a combination of tactics would lead to the best evaluations. Results were largely in line with our hypotheses. Interviewer ratings and action recommendations were more positive in the combination condition, followed by the self‐promotion condition, the ingratiation condition, and the neutral condition. Theoretical and practical implications are discussed.     

Monitoring and Performance: A Comparison of Computer and Supervisor Monitoring1

This research addresses how computer monitoring affects the way individual workers perform on their jobs. The study tests the effects of a supervisor's physical versus electronic presence on individual worker performance. Forty-two women were hired to perform a simple data entry task. The women worked in one of three conditions: (a) alone, (b) in the physical presence of the supervisor who monitored their work, or (c) computer-monitored (electronic presence) by the data entry system without the physical presence of the supervisor. It was hypothesized that social facilitation effects would result from either the physical or electronic presence conditions. Electronic presence does seem to result in social facilitation, though the mean differences are not statistically significant. The results for physical presence are mixed. Profile analysis indicates that there are significant differences in the patterns of performance. When subjects work alone or with electronic presence, performance follows a steady pattern. When subjects work with physical presence, performance is somewhat lower than in the alone condition, except when the supervisor is actively monitoring, then individual performance is significantly increased. There are no satisfaction differences between the three conditions. The results of this research suggest that “Big Brother” is not lurking inside every computer-monitoring system.     

Construct validation of a measure of ingratiatory behaviour in organizational settings

To assess the construct validity of an instrument for Measuring Ingratiatory Behaviour in Organizational settings (MIBOS), 51 supervisors completed a 12-item version of the scale, indicating the frequency with which they used ingratiatory behavior at work. Their immediate superiors (targets of the ingratiation attempts) rated the subject on four hypothesized correlates of ingratiation tactics, liking for the subject, feeling comfortable in the subject’s company, subject’s perceived career success and subject’s perceived job performance. Each of the correlations between MIBOS and these superior ratings were significant, suggesting that the instrument possesses sufficient validity to justify its use in future research into ingratiation in organizations.     

The use of impression management tactics in structured interviews: a function of question type?

This study investigated impression management tactic use during structured interviews containing both experience-based and situational questions. Specifically, the authors examined whether applicants' use of impression management tactics depended on question type. Results from 119 structured interviews indicated that almost all of the applicants used some form of impression management. Significantly more assertive than defensive impression management tactics were used, and among assertive tactics, applicants tended to use self-promotion rather than ingratiation. However, different question types prompted the use of different impression management tactics. Ingratiation tactics were used significantly more when applicants answered situational questions, whereas self-promotion tactics were used significantly more when applicants answered experience-based questions. Furthermore, the use of self-promotion and ingratiation tactics was positively related to interviewer evaluations.     

The effects of Target Variables and Settting on Perceptions of Hate Speech1

Traditional leader–member exchange (LMX) research typically measures quality of exchange from the subordinate's or member's perspective—LMX(m). In this research, we propose a new construct, LMX(l), which reflects a supervisor's or leader's perception of the value delivered by his or her subordinate in the exchange relationship. Together, LMX(m) and LMX(l) are expected to provide a more complete picture of dyadic exchange quality. Our results indicate relatively modest convergence between the 2 perspectives on LMX. Both LMX(m) and LMX(l) were found to relate to specific currencies of exchange provided by each dyad partner, and agreement between the 2 was negatively associated with the frequency of supervisor–employee conflict. Implications for LMX theory and future research are discussed.     

Self-Presentation Concerns May Contribute Toward the Understanding of Athletes' Affect When Trialing for a New Sports Team

A vignette-based experimental manipulation was used to examine the impact of self-presentation concerns on athletes' affect and cognitive appraisal. Others' reactions were described, so as to emphasize or deemphasize self-presentation concerns. Athletes given cause to believe that they were generating unfavorable impressions experienced more negative affect and reported more threat-based appraisal. Athletes exposed to information deemphasizing self-presentation concerns experienced more positive affect and reported more of a challenge-based appraisal. The findings indicate a potential opportunity (e.g., deemphasizing self-presentation concerns, providing a supportive interpersonal environment) that others (e.g., coaches and teammates) could act on to improve athlete experiences during sports trials.     

Job definition discrepancy between supervisors and subordinates: The antecedent role of LMX and outcomes

This study proposed that leader–member exchange (LMX) might encourage an employee to define job breadth close to or beyond the level of his/her supervisor's expectation (enlargement effect), while simultaneously fostering a reduction in supervisor–subordinate definition discrepancy on job content (congruence effect). Using data from 184 subordinate–supervisor dyads in Taiwan, we examined the relationships among LMX, job definition discrepancy, in‐role/extra‐role behaviour, and performance rating. Results showed that LMX was positively related to employee relative job breadth and the supervisor–subordinate congruence on job content, supporting the existence of enlargement effect and congruence effect. Additionally, employee relative job breadth was positively related to extra‐role behaviour and the congruence on job content was positively related to in‐role behaviour. However, neither in‐role nor extra‐role behaviour was related to performance rating. Theoretical and practical implications are discussed.