Tacticality, Authenticity, or Both? The Ethical Paradox of Actor Ingratiation and Target Trust Reactions

Long, David M.

doi:10.1007/s10551-019-04251-3

Cited by 12 publications

(19 citation statements)

References 62 publications

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“…That actors are aware of the mistrust that exaggerated self-enhancement breeds despite the fact that they are the ones engaging in said behaviors is interesting to note. Our findings expand on previous studies showing that impression management behaviors aiming to ingratiate or manipulate tend to decrease interpersonal trust (Long, 2021) and that bragging about or exaggerating one's positive traits elicits negative peer impressions about the focal person (Scopelliti, Loewenstein, & Vosgerau, 2015). On the other hand, we found that authentic self-enhancement was positively related to job performance via felt trust from coworkers.…”

Section: Implications For Theory and Practicesupporting

confidence: 87%

“…As a self-presentation behavior, exaggerated self-enhancement is defined in the current study as fabricating or embellishing one's positive attributes. Prior research shows that if observers interpret one's impression management behaviors as an attempt to ingratiate or manipulate, then they become deeply mistrustful of the focal person (Long, 2021).…”

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

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Authenticity or Self-Enhancement? Effects of Self-Presentation and Authentic Leadership on Trust and Performance

Kim

David

Chen

et al. 2022

Journal of Management

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We theorized and tested an integrated model that examines the simultaneous effects of authentic self-expression and self-enhancement (including authentic and exaggerated self enhancement) on employee outcomes. Using a multisource, two-wave survey design and a sample of 143 working groups from 566 employees, we tested the indirect effects of self-presentation on job performance through (a) trust from coworkers and (b) felt trust from coworkers. We found that through trust from coworkers, authentic self-expression had a positive indirect effect on job performance, whereas authentic and exaggerated self-enhancement had negative indirect effects. Via felt trust from coworkers, authentic self-enhancement had a positive indirect effect on job performance, whereas exaggerated self-enhancement had a negative indirect effect. In addition, we identified a boundary condition of these relationships. The positive relationship between authentic self-expression and trust from coworkers and the negative relationship between exaggerated self-enhancement and trust from coworkers were stronger when working for highly authentic leaders. Contrary to expectations, the relationship between authentic self-enhancement and trust from coworkers was negative and significant when working for less authentic leaders.

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Section: Implications For Theory and Practicesupporting

confidence: 87%

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

Authenticity or Self-Enhancement? Effects of Self-Presentation and Authentic Leadership on Trust and Performance

Kim

David

Chen

et al. 2022

Journal of Management

View full text Add to dashboard Cite

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“…Ingratiation is a social behavior in which individuals attempt to ameliorate their attractiveness in society (Liden & Mitchell, 1988). Ingratiation can help individuals to achieve their goals if it is enacted properly (Kim, LePine, Zhang, & Baer, 2019;Long, 2019;Shaheen, Bari, Hameed, & Anwar, 2019). It helps providing a friendly environment at work for appropriate social interactions (Sirén et al, 2020;Zhao, Li, & Shields, 2019).…”

Section: Mediating Role Of Sadness Between Ostracism and Ingratiation...mentioning

confidence: 99%

“…Previous studies on regulatory focus theory indicated that the motivation of prevention-focused people to engage into positive tasks is to avoid punishment (Long, 2019;Shah, Higgins, & Friedman, 1998). In addition, increased efforts of prevention focused individuals are harmonized with their intention to avoid failure to achieve their goals and to escape themselves from negative outcomes (Liberman, Molden, Idson, & Higgins, 2001;Weber & Bauman, 2019;Zhang et al, 2019).…”

Section: Ingratiation At Workmentioning

confidence: 99%

“…They become more social and start honouring their co-worker because they want to project themselves good in the eyes of their co-workers for avoiding the negative consequences in life (Kuykendall, Craig, & Tay, 2020). Thus, their concern is not about the personal growth but to avoid any negative consequences (Hanke, Rohmann, & Förster, 2019;Kim et al, 2019;Long, 2019). Eudaimonia is positively related to personal growth and development, but ingratiation is negatively associated with eudaimonia.…”

Section: Ingratiation and Eudaimonia At Workmentioning

confidence: 99%

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Duel Effects of Ostracism at Work with Differing Regulatory Focus of Ostracized Workers: Affective Event Theory Application

Umar

Fatima

Hasnain

2019

NRJSS

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The objective of the following paper is to examine the effects of ostracism at work on extra-role behavior, ingratiation and eudaimonia at work by taking mediating effect of sadness as well as moderating effects of employee regulatory focus. This phenomenon was examined through the lens of Affective event theory. The data was collected from 291 public sector employees of Pakistan. Data on variables of interest were collected through time lag and multi-rated survey which was divided into three parts. Data were analyzed through smart PLS software. Results indicated that sadness mediates the relationship between ostracism at work and extra-role behavior and between ostracism and ingratiation at work. The result indicated that promotion focus antagonistically moderate the relationship between sadness and extra-role and prevention focus failed to moderate the relationship between sadness and ingratiation at work. Furthermore, results also indicated that extra-role behavior positively related to eudaimonia and ingratiation at work negatively related to eudaimonia at work.

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Mixing customer ingratiation into evaluation: How service providers judge and evaluate rideshare experiences

Xiao,

Hasford

2024

J of Consumer Behaviour

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Whereas consumer satisfaction is critical for the success of services, we research how providers evaluate customers in the sharing economy represented by the rideshare marketplace. We examine anticipated customer evaluation (ACE) as the underlying link and the provider's sense of power as a moderator for the relationship between customer ingratiation and provider evaluations. We first conducted a field pilot study and analyzed the content of rideshare trips described by drivers. Then, we tested the conceptual framework in four experiments that manipulated different rideshare customer behaviors (self‐presentation, other‐enhancement, and customer conformity). Our study contributes to the consumer research literature by examining provider evaluation and discovering the peer‐to‐peer (P2P) dynamic evaluation mechanisms that adopt a two‐way rating system.

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Tacticality, Authenticity, or Both? The Ethical Paradox of Actor Ingratiation and Target Trust Reactions

Cited by 12 publications

References 62 publications

Authenticity or Self-Enhancement? Effects of Self-Presentation and Authentic Leadership on Trust and Performance

Authenticity or Self-Enhancement? Effects of Self-Presentation and Authentic Leadership on Trust and Performance

Duel Effects of Ostracism at Work with Differing Regulatory Focus of Ostracized Workers: Affective Event Theory Application

Mixing customer ingratiation into evaluation: How service providers judge and evaluate rideshare experiences

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