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Research and anecdotal evidence (e.g., the media) have suggested that individuals’ dress choice could lead to workplace success (e.g., Christman & Branson, 1990; Damhorst, 1990; Johnson & Roach-Higgins, 1987). Invoked in this notion is the premise that the favorable impression formed from wearing a particular dress result in positive treatment from others. While forming a positive impression is an important component of success (Reid, Lancuba, Morrow, 1997; Stuart & Fuller, 1991), workplace success could be a manifestation of the wearer’s daily dress driving changes in their own emotions, thoughts, and behaviors in a workplace relevant manner. Thus, my dissertation focuses on employees’ daily dress aesthetics, dress conformity, and dress comfort to examine whether these variables affect how one feels (i.e., relaxedness) and evaluates oneself (i.e., state self-esteem), thereby further influencing important workplace behaviors (i.e., task withdrawal, goal progress, helping, interaction avoidance). This dissertation also investigates clothing interest, impression management motives, trait self-esteem, and daily dress compliments as boundary conditions that amplify or attenuate the effects of dress aesthetics and dress conformity on work behaviors through self-esteem and relaxedness. / Business Administration/Human Resource Management

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Previous research has shown that it is common for job candidates to use faking tactics in the context of employment interviews, but situational antecedents of applicant faking has been understudied. Using an experimental design, we aimed to investigate if descriptive and injunctive norms interact to influence the intention to engage in mild types of faking during job interviews.The data were collected through an online survey, where participants (N = 447) were asked to rate their intentions to fake in a hypothetical scenario after being exposed to one out of four norm conditions or being assigned to a no norm control condition. The results did not support the hypotheses, as the respondents presented with both descriptive and injunctive honesty norms did not express significantly lower faking intentions than the respondents that were exposed to two unaligned norms or those in the control group. Moreover, no difference was observed between the participants that were presented with both descriptive and injunctive faking norms and the respondents in the norm condition in which a descriptive faking norm and an injunctive honesty norm were signaled. The participants presented with two faking norms also did not differ significantly from the control group. Thus, the findings do not support the idea that the exposure to two aligned norms influences people’s faking intentions, at least in this specific context. However, more research is needed on this topic before any general conclusions can be drawn.

This dissertation explores the presentational strategies the Toronto Police Service (TPS) used to respond to three controversies involving its relationship with marginalized and racialized communities - the removal of the TPS from the Toronto Pride parade; the investigation of the serial killer case involving Bruce McArthur; and the Black Lives Matter protests of the summer of 2020. Using an interpretive approach and a variety of conceptual frameworks derived from Goffman’s work on impression management and applying a grounded theory methodology combined with qualitative media analysis (QMA), the dissertation identifies the image management strategies the TPS adopted in each case. The findings show that the strategies were context specific in the sense that they were directed to the precise criticisms being leveled at the TPS in each case. However, there were common themes across the cases which involved acknowledging a problematic past and committing to corrective actions in the future. The main difference in strategies had to do with the degree to which the TPS was prepared to push back on the claims made against the organization and defend its actions. The dissertation speaks to the broader question of how police organizations are attempting to negotiate their legitimacy in a climate where social media has made police-citizen encounters more visible and where recent high profile incidents involving police violence and abuse of power have shaken public confidence and threatened police legitimacy. I argue that taken together, the TPS responses offer a glimpse into how one police organization is seeking to defend its legitimacy by projecting an image of the kind of police service it is aspiring to become, particularly in relation to the marginalized and racialized communities it serves. / Dissertation / Doctor of Philosophy (PhD) / This dissertation explores how the Toronto Police Service (TPS) responded to three controversies involving its relationship with marginalized and racialized communities - the removal of the TPS from the Toronto Pride parade; the investigation of the serial killer case involving Bruce McArthur; and the Black Lives Matter protests of the summer of 2020. Using an interpretivist approach and qualitative methods the dissertation identifies the image management strategies the TPS adopted in each case and discusses similarities and differences. The analysis contributes to a better understanding of how the police attempt to negotiate their legitimacy with communities with which they have traditionally had problematic relationships in a context where the increased visibility of police violence has created a legitimacy crisis.

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