Department of Psychology, Faculty of Arts and Social Sciences, University of Zurich.
School of Business, Economics and Society, Faculty of Business, Economics and Law, FriedrichAlexander University Erlangen-Nürnberg.
J Appl Psychol. 2021 Jul;106(7):1067-1079. doi: 10.1037/apl0000817. Epub 2020 Aug 27.
Whereas meta-analytical research draws a relatively unfavorable picture of the usefulness of self-presentation on the job, our study challenges this view by highlighting the benefits of such behaviors during newcomer socialization. Drawing from social influence theory, the current study examines how and when newcomers' self-presentation, in the form of ingratiation and self-promotion, facilitates their socialization success (indicated by affective commitment, job performance, and promotability) by shaping their supervisors' relational and work-based socialization efforts. Data from a time-lagged field study of 355 newcomer-supervisor dyads provided support for the proposed model. In particular, we found that ingratiation was positively related to supervisor relational socialization effort, which in turn was positively related to newcomer affective commitment. Additionally, self-promotion was positively related to supervisor work-based socialization effort, which in turn was positively related to newcomer job performance and promotability. Drawing on social influence theory's notion that characteristics related to the influencer may further affect self-presentation effectiveness, we found that newcomers' interpersonal influence and work role clarity weakened the positive effects of newcomer self-presentation on supervisor socialization efforts. These findings illustrate how newcomers can achieve desirable socialization outcomes by enacting social influence on organizational insiders with self-presentation, extending the literatures on both self-presentation and newcomer socialization. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
虽然元分析研究对工作中的自我表现的有用性描绘了一幅相对不利的画面，但我们的研究通过强调这种行为在新员工社会化过程中的好处，挑战了这一观点。本研究以社会影响理论为基础，考察了新员工的自我表现（讨好和自我提升）如何以及何时通过塑造主管的关系和工作社会化努力，促进他们的社会化成功（以情感承诺、工作绩效和晋升能力来衡量）。对 355 对新员工-主管的时间滞后实地研究的数据进行了分析，为所提出的模型提供了支持。具体而言，我们发现讨好与主管的关系社会化努力呈正相关，而后者又与新员工的情感承诺呈正相关。此外，自我提升与主管的工作社会化努力呈正相关，而后者又与新员工的工作绩效和晋升能力呈正相关。根据社会影响理论的观点，与影响者相关的特征可能会进一步影响自我表现的有效性，我们发现新员工的人际影响力和工作角色清晰度削弱了新员工自我表现对主管社会化努力的积极影响。这些发现说明了新员工如何通过自我表现对组织内部人员施加社会影响来实现理想的社会化结果，从而扩展了自我表现和新员工社会化的文献。（PsycInfo 数据库记录（c）2021 APA，保留所有权利）。
