Impression management (IM)—the strategies through which employees create, maintain, or alter a desired image towards others—is a ubiquitous part of organizational life. To date, scholars studying this interpersonal phenomenon have largely focused on Jones and Pittman's (1982) taxonomy of IM strategies, examining consequences associated with the tactics of ingratiation, self-promotion, exemplification, supplication, and intimidation on others’ reactions to, and perceptions of, the actor. Thus, scholarly understanding surrounding the implications of IM for employees’ own well-being is nascent. We integrate ideas from the emotional labor and IM literatures to develop and test theory that explains the impact of IM strategies on the actors themselves. Across three complementary studies spanning 2337 full-time employees, we use latent profile analysis to investigate how the conjoint use of multiple IM tactics—each of which is associated with a distinct, and sometimes conflicting, image—yields unique consequences for employees’ feelings of inauthenticity at work. In addition, we also explore how profiles of IM tactics differentially relate to theoretically relevant work outcomes, namely coworker ratings of employee performance, work withdrawal, absenteeism, and perceived sincerity. Taken together, our work sheds light on the prevalence and impact of employees combining IM tactics during work interactions.

中文翻译：

---

以人为本的印象管理、不真实性和员工行为的观点

印象管理 (IM)——员工创造、维护或改变对他人的期望形象的策略——是组织生活中无处不在的一部分。迄今为止，研究这种人际关系现象的学者主要关注 Jones 和 Pittman (1982) 的 IM 策略分类，研究与讨好、自我推销、示范、恳求和恐吓等策略对他人的反应和看法相关的后果。的，演员。因此，围绕 IM 对员工自身福祉的影响的学术理解尚处于起步阶段。我们整合来自情绪劳动和 IM 文献的思想，以开发和测试解释 IM 策略对演员影响的理论他们自己。在涵盖 2337 名全职员工的三项互补研究中，我们使用潜在概况分析来调查多种 IM 策略的联合使用如何对员工的感受产生独特的影响 - 每个策略都与一个独特的，有时是相互冲突的形象相关联工作中的不真实。此外，我们还探讨了 IM 策略的配置文件如何与理论相关的工作结果存在差异，即同事对员工绩效的评分、工作退缩、旷工和感知的诚意。总之，我们的工作揭示了员工在工作互动中结合 IM 策略的普遍性和影响。