File Download
Links for fulltext
(May Require Subscription)
- Publisher Website: 10.1037/a0033151
- Scopus: eid_2-s2.0-84884227126
- PMID: 23731028
- WOS: WOS:000324350300012
- Find via
Supplementary
- Citations:
- Appears in Collections:
Article: Reducing job insecurity and increasing performance ratings: Does impression management matter?
Title | Reducing job insecurity and increasing performance ratings: Does impression management matter? |
---|---|
Authors | |
Keywords | Job insecurity Proactivity Supervisor liking Supervisor-attributed motive Impression management |
Issue Date | 2013 |
Citation | Journal of Applied Psychology, 2013, v. 98, n. 5, p. 852-862 How to Cite? |
Abstract | Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. © 2013 American Psychological Association. |
Persistent Identifier | http://hdl.handle.net/10722/222628 |
ISSN | 2023 Impact Factor: 9.4 2023 SCImago Journal Rankings: 6.453 |
ISI Accession Number ID |
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Huang, Guo hua | - |
dc.contributor.author | Zhao, Helen Hailin | - |
dc.contributor.author | Niu, Xiong Ying | - |
dc.contributor.author | Ashford, Susan J. | - |
dc.contributor.author | Lee, Cynthia | - |
dc.date.accessioned | 2016-01-19T03:36:38Z | - |
dc.date.available | 2016-01-19T03:36:38Z | - |
dc.date.issued | 2013 | - |
dc.identifier.citation | Journal of Applied Psychology, 2013, v. 98, n. 5, p. 852-862 | - |
dc.identifier.issn | 0021-9010 | - |
dc.identifier.uri | http://hdl.handle.net/10722/222628 | - |
dc.description.abstract | Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. © 2013 American Psychological Association. | - |
dc.language | eng | - |
dc.relation.ispartof | Journal of Applied Psychology | - |
dc.rights | This article may not exactly replicate the final version published in the APA journal. It is not the copy of record. | - |
dc.subject | Job insecurity | - |
dc.subject | Proactivity | - |
dc.subject | Supervisor liking | - |
dc.subject | Supervisor-attributed motive | - |
dc.subject | Impression management | - |
dc.title | Reducing job insecurity and increasing performance ratings: Does impression management matter? | - |
dc.type | Article | - |
dc.description.nature | postprint | - |
dc.identifier.doi | 10.1037/a0033151 | - |
dc.identifier.pmid | 23731028 | - |
dc.identifier.scopus | eid_2-s2.0-84884227126 | - |
dc.identifier.hkuros | 260096 | - |
dc.identifier.volume | 98 | - |
dc.identifier.issue | 5 | - |
dc.identifier.spage | 852 | - |
dc.identifier.epage | 862 | - |
dc.identifier.isi | WOS:000324350300012 | - |
dc.identifier.issnl | 0021-9010 | - |