Gender Differences in Impression Management in Organizations: A Qualitative Review

Abstract

In this article we review the literature on impression management to determine if there are substantial gender differences in the employment of impression management tactics in organizational contexts. Based on a social roles theory perspective (Eagly, 1987), we examined use of impression management tactics in organizational settings for gender differences in behavior. We expected that men and women would generally report using impression management tactics consistent with gender role expectations and that this might not be advantageous to women in the corporate world. Our review of the literature supported our expectations. We conclude with implications of these findings for an enriched understanding of organizational behavior.

Auskaro veido srityje reikšmė bendraamžio mokinio asmenybės ir elgesio charakteristikų suvokimui: 11-13 metų mokinių vertinimas

“…Sociologas E. Goffmanas (1959) šį reiškinį pavadino įvaiz-džio valdymu. Asmuo kuria atitinkamą įvaizdį dėl noro būti mėgstamam, siekio parodyti savo kompetenciją, statusą ar galią (Guadagno, Cialdini, 2007). Įvaizdis gali kisti pagal kontekstą, bet visuomet yra svarbus, nes aplinkai perduoda naudingą informaciją, ko galima tikėtis iš asmens ir ko asmuo tikisi iš aplinkinių.…”

“…Neverbalinis įvaizdžio kūrimas apima veido mimikas, aprangą, aksesuarus. Pasirinkimą, kokį įvaizdį kurti, nulemia norimas rezultatas, t. y. kokias vertybines nuostatas, elgesio bei asmenybės charakteristikas siekiama perteikti (Goffman, 1959;Guadagno, Cialdini, 2007). Net viena išvaizdos detalė gali nulemti asmens suvokimą ir vertinimą (Gofman, 1963, cit.…”

Sex and Racial Differences in Socially Desirable Responding

“…There is no shortage of research exemplifying the host of sex differences in the workplace (i.e., Guadagno & Cialdini, 2007;Segal, 1992;Stroh, Brett, & Reilly, 1992). Women comprise 49.8% of the workplace and economists anticipated that women, for the first time in history, would comprise more than half of the labor force by the end of 2009 (Gibbs, 2009 (Halpern et al, 2007), more Master's degrees, and an equal number of Doctoral, Law, and Medical degrees (Gibbs, 2009).…”

“…Though Mills (2002) attributed these differences to outright sexism, other contributing factors such as sex-specific behavior might be at work (Guadagno & Cialdini, 2007). Perhaps sex differences in faking behavior might be an additive differential factor not only in selection but also in overall workplace conduct.…”

“…Additionally, there is evidence of less adverse impact than possible alternative measures, such as cognitive ability tests (e.g., Hough, Oswald, & Ployhart, 2001;Sackett & Wilk, 1994). However, previous researchers have established that different subgroups, including various sex, racial, and ethnic groups, significantly differed in their faking behavior in a variety of ways (e.g., Dudley, McFarland, Goodman, Hunt, & Sydell, 2005;Guadagno & Cialdini, 2007;Paulhus, 1991). To determine and investigate these differences, researchers often examine mean differences between various groups.…”