The associations between personality, impression management, and organization citizen behavior are discussed. The questionnaire used at current study is designed cross-sectional, containing Self-Monitoring Scale, Machiavellianism Scale, Self-Efficacy Scale, Impression Management Scale, and Organizational Citizenship Behavior Scale, administered to 247 supervisors and 247 employees. The validate response rate was 96.1%. Multivariate analytical results indicated that the differentiations between employees might affect their involvement with impression management; supplication and intimidate tactics may be the intervening variables between Machiavellianism and Organizational Citizenship Behavior; General & Specific Self-Efficacy would directly influence Organizational Citizenship Behavior, which indicates the supervisors¡¦ perception of employees will directly affected by General & Specific Self-Efficacy.

<p>som individen tror uppskattas i det sociala sammanhanget,</p><p>så den får fram rätt framtoning? Frågor av denna karaktär har varit med att bygga</p><p>upp denna uppsats och drivit oss att ta reda på mer.</p><p>Ovanstående är temat som denna uppsats behandlar och utreder. I fokus</p><p>står det mellanmänskliga mötet som sker under anställningsintervjun och hur</p><p>intrycksstyrning används. För kandidaten och för rekryteraren är</p><p>anställningsintervjun ett tillfälle då de båda i de flesta fall vill framstå i så god</p><p>dager som möjligt. Intrycksstyrning är en metod för att skapa och förstärka intryck</p><p>med hjälp av olika taktiker. Vi har med utgångspunkt i den symboliska</p><p>interaktionismen hämtat både kunskap och inspiration och överfört dem till</p><p>anställningsintervjun som är en del av rekryteringsprocessen. Symbolisk</p><p>interaktionism fokuserar på kommunikation mellan människor och det område</p><p>som vi studerat närmare. Vi har intervjuat tre rekryterare och tre kandidater som</p><p>är anställda på Skol- och barnomsorgsförvaltningen inom Växjö kommun. Syftet</p><p>med denna uppsats har varit att få en ökad förståelse och kunskap för hur</p><p>människor agerar under anställningsintervjun. Vi har bland annat kommit fram till</p><p>att parterna vill se intervjun som ett samtal istället för ett stelt förhör eller ett</p><p>tillgjort skådespel. Vi har även kommit fram till att individerna vill agera</p><p>mänskligt och tillåtas ha fel och brister istället för att ge sken och uppfattas som</p><p>perfekta. Det har visat sig att det inte enbart är positivt att visa sina goda sidor och</p><p>agera som en reklamkampanj. Det som framkom var att överdrivna förmågor förr</p><p>eller senare kommer fram, därför är det av vikt att ha en allmänkunskap som gör</p><p>det enklare att genomskåda intrycksstyrningen.</p> / <p>Should an individual expose his true personality, express his emotions,</p><p>reveal his inner-self and disclose exactly how he feels or should the individual</p><p>assess the social environment and act according to what the individual deems to</p><p>be the most acceptable behaviour in the social context, and so project the right</p><p>impression? Questions like this have helped us to put together this essay and have</p><p>motivated us to find out more.</p><p>The above is the theme this paper deals with and investigates. Its focus is</p><p>on the interpersonal interaction that takes place during a job interview and how</p><p>impression management is used. For the candidate and the recruiter a job</p><p>interview is a time when both want to appear in as good a light as possible.</p><p>Impression Management is a method to create and reinforce an impression by</p><p>using different tactics. We have, from theoretical starting points of symbolic</p><p>interaction, obtained both knowledge and inspiration and transferred them to the</p><p>job interview as part of the recruitment process. We have interviewed three</p><p>recruiters and three candidates who are employed at Växjö municipality’s School</p><p>and Child Care Administration. The aim of this thesis has been to achieve a better</p><p>understanding and knowledge of how people inter-act during an employment</p><p>interview. We have drawn the conclusion that both parties want to see the</p><p>interview as a conversation instead of a rigid interrogation or play-acting. We also</p><p>found that the two participants want to appear humane and accept faults and</p><p>shortcomings instead of giving the impression of being perfect. It is not</p><p>considered positive to only show their good sides as in an advertising campaign.</p><p>What emerged was that exaggerated capabilities sooner or later are exposed. It is</p><p>therefore important to have a general knowledge that makes it easier to expose</p><p>impression management.</p>

The resident assistant (RA) position at higher education institutions is a position of great influence. RAs have the opportunity to impact many students’ lives through the various roles that they engage in as a RA. The most common roles that RAs are expected to perform include developing community, serving as a peer helper, being a friend to residents, and enforcing policy. The very nature of a multi-role position presents challenges for RAs in understanding how to effectively enact all of their roles. This study aimed at developing an understanding of the ways in which RAs engage in identity management strategies with residents. To accomplish this purpose, 143 RAs were surveyed using an identity management strategies scale designed for this study. In addition, a previously designed self-monitoring scale was also administered to test the relationship between identity management strategies and self-monitoring. These scales were applied to situations representing each of the four primary roles of a RA: community developer, peer helper, friend, and policy enforcer. The results indicate that RAs are more likely to engage in avoidance strategies during the policy enforcer role than any other strategy. In addition, first-year RAs generally use more effective identity management strategies when developing community than returner RAs use. First-year RAs’ identity management strategies also appear to be more influenced by the RAs’ desires to be friends with residents than returner RAs’ identity management strategies. The results also indicate that female RAs are more effective in the community development role than male RAs. However, male RAs are more effective than female RAs in the policy enforcement role. A result that was supported throughout the study was the finding that RAs with upperclassmen residents are not as actively engaged in communicating their roles to residents than are RAs with freshmen and upperclassmen residents or only freshmen residents. Finally, the relationship of perceived self-monitoring to RAs’ choice of identity management strategies was not supported. The results of the study, interpretation of the data analysis, study implications, and directions for future research are discussed in detail.

The purpose of this study was to investigate the impact of employee motives regarding select leadership-OCB relationships. Based on previous research, it was hypothesized that the relationships observed between transformational leadership and various dimensions of OCB would be mediated by subordinate Organizational Concern. In contrast, the relationship between LMX-quality and subordinate Altruism was predicted to be either mediated or moderated by subordinate Prosocial Values. Two hundred and one part-time and full-time employees (subordinates and supervisors) served as participants in this study, representing a total of 13 organizations in the Southeast United States. Results were based on a final sample of 131 supervisor-subordinate pairs. In general, participants responded to questionnaires that measured transformational leadership, LMX-quality, and OCB Motives (i.e., Prosocial Values, Organizational Concern, and Impression Management). Both subordinate and supervisor ratings of OCB were also collected. Analyses were based upon Baron and Kennys (1986) approach for mediation and moderation, as well as the Aroian version (1944/1947) of the Sobel test (1982). Across self- and supervisor-reports of OCB, results revealed that the Organizational Concern Motive significantly mediated the relationship between transformational leadership and various dimensions of OCB (Conscientiousness, Sportsmanship, Courtesy, and Civic Virtue). Results also supported the Prosocial Values Motive as a partial mediator in the relationship between LMX-quality and self-reported Altruism. Surprisingly, a stronger mediating effect was consistently observed for the Organizational Concern Motive across both leadership styles and all five of Organs (1988) OCB dimensions. In contrast, no evidence was found for either motive with regard to moderation. Results also differed based on leadership perspective (subordinate versus supervisor). Taken as a whole, these results suggest that both transformational leadership and LMX-quality are strongly associated with an employees general concern for the organization. This motive is, in turn, associated with a variety of citizenship behaviors. In summary, this evidence addresses an important gap in the OCB literature by providing evidence for an indirect relationship between leadership perceptions and OCB.

This study examined whether hiring recommendations based on thin slices of a structured interview were associated with recommendations based on the interview in its entirety. After viewing 12 seconds of silent interviewee behavior, participants made hiring recommendations that were significantly correlated with those produced by individuals viewing a still-frame of the interview and the entire interview. In an effort to determine what sources of information participants were using to arrive at their recommendations, nonverbal behaviors were examined in detail. Applicants who appeared attentive, not anxious, competent, confident, dominant, optimistic, and professional were more likely to receive positive hiring recommendations than others. Additional analyses reveal that these nonverbal behaviors impact hiring recommendations in both the still-frame and thin-slice video conditions after controlling for applicant physical attractiveness. Overall, results indicate that despite the availability of verbal content, interviewers may be heavily influenced by their first 12-second impression of a job applicant.

Post-purchase consumer behavior is an area of consumer research that is underdeveloped. One new phenomenon that can be used to study post-purchase consumer behavior is the individual behavior related to “socially-visible brands.” A socially-visible brand (SVB) is a brand located on or near a person’s physical body while they are out in the public atmosphere. Understanding consumers’ use of their socially-visible brands sheds light onto this form of post-purchase behavior. From a theoretical standpoint, impression management theory from the field of social psychology and consumer culture theory from the field of consumer research were juxtaposed and applied to the topic of socially-visible brands. An organizing framework is presented which adapts the dramaturgical concepts from impression management theory to the field of consumer behavior. Two studies are then presented which look at consumer behavior through this organizing framework. Study one delves into the consumer culture surrounding consumer behavior associated with socially-visible brands. Study two shows how market segmentation factors predict consumer behaviors associated with socially-visible brands. The overall argument being made here that socially-visible brands are a “prop” or tool consumers use during their presentation of self to others. / text

Virtual humans and other virtual agents are becoming more common in our everyday lives. Whether in the form of phone-based personal assistants or automated customer service systems, these technologies have begun to touch more of our activities. This research aims to understand how this technology affects the way we interact with our computer systems. Using a chat bot, I studied the way a conversational computer system affects the way people interact with and perceive automated interviewing systems in two different contexts. Study 1 examines the impact of a conversational agent on behavior during deception. It found that a conversational agent can have a powerful impact on people's perception of the system, resulting in individuals viewing the system as much more engaging and human. The conversational agent further results in a suppression of deception-related cues consistent with a more human-like interaction. Study 2 focuses on the effect of a conversational agent on socially desirable responding. Results of this study indicate that a conversational agent increases social desirability when the topic of the interview is sensitive, but has no effect when the questions are non-sensitive. The results of these two studies indicate that a conversational agent can change the way people interact with a computer system in substantial and meaningful ways. These studies represent a step toward understanding how conversational agents can shape the way we view and interact with computers.

The purpose of this paper is to describe the current communication techniques and strategies used by political parties resulting in these parties achieving significant growth, understand the components of those communication techniques in order to isolate the factors attributing to this achieved success and develop a model that can be replicated from a business organization in order to achieve similar beneficial results.The study revealed that there is a clear connection between political parties and business organizations, broadening the research fields of both entities respectively. Furthermore, the findings were categorized based on potential value, with practices such as “thriving on dissatisfaction”, “taking advantage of emotions”, “showing visible structures as an organization / political party”, “intentional use of weak signals”, “leader’s direct connection to audience” and “formulating receiver interpretation of signals” appearing to have high potential in achieving success if implemented correctly in the communication strategy.

Environmental and social problems are often connected to the mining industry. Hence, there is a history of conflicts between industry actors and stakeholders such as non-governmental organizations, regional politicians, environmental authorities, academics, community researchers, tourism industry and indigenous people. Despite being criticized for some of its work on sustainability, mining companies have indeed improved their communication regarding sustainability and are even considered to be at the forefront of corporate sustainability communication in general, predominantly in the area of sustainability, or integrated, reporting. Thus, a question is how the mining industry can be seen at the cutting edge regarding sustainability communication while also considered as one of the most unsustainable industries? One way of approaching such questions in the field of accounting and control is through the analytical framework of impression management, focusing on how companies through their reporting manage impressions of themselves on their stakeholders. Despite the strategic importance in which the information is presented in integrated reports, the full range of impression management techniques suggested by Brennan et al. (2009) has not, to our knowledge, been used to understand integrated reports in the mining industry. The Swedish mining company, Luossavaara-Kiirunavaara AB (LKAB), wholly owned by the Swedish state and Europe’s largest producer of iron ore, has been selected as a case company due to its ambition to become a world leader in “best practices” on social and environmental aspects. The purpose of this thesis is to make a detailed review of the integrated reports published by LKAB (2008-2017) through the lens of impression management and decode the expressiveness of impressions related to both qualitative and quantitative information. Using such a lense this study provides evidence that the company distorts information to appear as better rather than report performance objectively. The composite bias score indicates the degree to which information is angled against positive or negative aspects. When the result shows +1, the company is completely positively biased, while -1 indicates that the company is completely negatively biased. The mean of bias score for the years between 2008-2017, shows that the qualitative (quantitative) information totals to 0.76 (0.51) which indicates that both measurements are positively biased. A high score of impression management increases the potential for erroneous decision-making by stakeholders. Furthermore, a comprehensive test of the differences in impression management confirms that a higher result of qualitative and quantitative information occurs when the company performs well and is located in the upper quartile related to profit for the year. The reason is due to the fact that a positive result is related to increased figures which  is reflected in the measurement of quantitative impression management. Hence, a measure of impression management related to Global Reporting Initiative (GRI), indicates that G4 has lower bias score related to both qualitative and quantitative information. GRI G4 is a more comprehensive standard compared to the earlier version, G3. G4 generally causes the case company to report more information. In view of this, it is possible to note that G4 entails a more transparent accounting and reduces the scope for impression management.

Submitted by Rafael Santana (rafael.silvasantana@ufpe.br) on 2017-05-05T17:35:13Z No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Erica_de_Carvalho_Paz_Dissertacao.pdf: 3046567 bytes, checksum: dba07c902de05881871c73faba488bb4 (MD5) / Made available in DSpace on 2017-05-05T17:35:13Z (GMT). No. of bitstreams: 2 license_rdf: 1232 bytes, checksum: 66e71c371cc565284e70f40736c94386 (MD5) Erica_de_Carvalho_Paz_Dissertacao.pdf: 3046567 bytes, checksum: dba07c902de05881871c73faba488bb4 (MD5) Previous issue date: 2016-05-13 / As relações sociais virtuais se intensificaram na era da informação e as redes sociais virtuais, além de uma forma de interação social, se tornaram um canal de divulgação de posses para consumidores. O foco desta pesquisa é identificar se as pessoas fazem uso do Gerenciamento de impressões para a construção do seu Eu estendido, usando como objeto de estudo as publicações sobre viagens no Facebook. Assim buscou-se entender o significado que as pessoas atribuem às suas postagens sobre viagens e como estas contribuem para a formação do Eu estendido, bem como quais são e como são utilizadas as estratégias e táticas de Gerenciamento de impressões nessas publicações. As bases teóricas que fundamentaram este trabalho estão nos construtos de Gerenciamento de impressões, apresentado por Erving Goffman, em 1959, e de Eu estendido, trazido por Belk (1988). Este estudo qualitativo tem como base metodológica pós-modernista a Teoria da Cultura do Consumo, e faz uso de um método focado na análise das relações sociais virtuais, a netnografia, desenvolvida por Kozinets (2014). Os resultados da pesquisa apontam que o uso de Gerenciamento de impressões pode influenciar na formação ou fortalecimento do Eu estendido de quem faz postagens sobre viagens no Facebook. / Virtual social relations have intensified in the information age and virtual social networks, as well as a form of social interaction, became a dissemination of possessions channel to consumers. The focus of this research is to identify if people use impression management for the construction of its extended self, using as an object of study travel publications on Facebook. So we seeked to understand the meaning that people attach to their posts about travel and how they contribute to the formation of the extended self and what they are and how they are used the strategies and tactics of these publications impressions management. The theoretical bases that underlie this work are the impressions management construct presented by Erving Goffman in 1959, and the extended self, brought by Belk (1988). This qualitative study is postmodernist methodological basis the Theory of Consumer Culture, and makes use of a method focused on the analysis of virtual social relationships, netnography, developed by Kozinets (2014). The survey results indicate that the use of impression management can influence the formation or strengthening of the extended self for those that makes travel posts on Facebook.