Impression Management

Nowadays, corporations, which want to keep their target audiences with various promotional content and to maintain their communication with their audiences, have the opportunity to make more current and effective sharing on social media. Corporations that have strong and continuous communication with their target audiences can be perceived especially with a more positive image among others, and this provides important advantages to corporations. Instant and continuous communication efforts taking into consideration the characteristics and expectations of the target audience can also make the positive image of the institutions continuous. This would help the organization to reach more customers, become more known and more preferred. In the second week of January 2019 as well as all over the world also in Turkey "ten year challenge" movement began on social media. Nearly users of all ages wanted to show to their friends the changes they have experienced ten years ago and ten years later by sharing their photos on their social media accounts with the #tenyearchallenge tag. Companies from various sectors had been involved in this trend in order to show the 10-year changes of themselves to their target audience.
The aim of this study is to analyze how the companies make an impression on their target audience. While the data of this study were obtained, the companies identified by Mediacat Magazine were included in the study. The study was limited to the most well-known companies whose products are considered to be preferred by the public. The visuals shared by ten companies identified by the researcher with the # 10yearchallenge tag and the texts expressed together with the visuals were evaluated by content analysis method. According to the findings of the study, companies are more open to change, innovative, energetic, attractive, high quality. According to the analysis based on corporate impression management tactics; corporations used tactics of ingratiation and organizational promotion.
ÖZET
Günümüzde çeşitli tanıtım içerikleriyle hedef kitlelerini elinde tutmak ve kitleleriyle iletişimlerini sürekli devam ettirmek isteyen kurumlar, sosyal medyada daha güncel ve etkili paylaşımlar yapabilme olanağına sahiptir. Hedef kitleleriyle iletişimi güçlü ve sürekli olan kurumlar diğerleri arasında özellikle daha olumlu bir imajla algılanabilmekte ve bu durum kurumlara önemli avantajlar sağlamaktadır. Hedef kitlenin özellik ve beklentileri dikkate alınarak anlık ve sürekli yapılan iletişim çabaları kurumların olumlu imajlarını da sürekli kılabilmektedir. Bu ise kurumun daha çok müşteriye ulaşmasına, daha çok tanınmasına ve daha çok tercih edilmesine katkı sağlayacaktır. 2019 Ocak ayının ikinci haftasında tüm dünyada olduğu gibi Türkiye'de de sosyal medya ortamlarında "ten year challenge" akımı başlamıştır. Neredeyse her yaştan sosyal medya kullanıcısı, sosyal medya hesaplarında fotoğraflarını #tenyearchallenge etiketiyle paylaşarak on yıl önce ve on yıl sonra yaşadıkları değişiklikleri arkadaşlarına göstermek istedi. Çok çeşitli firmalarda 10 yıllık değişimlerini hedef kitlelerine göstermek için bu akıma dahil olmuşlardır. Bu çalışmanın amacı paylaşım yapan şirketlerin hedef kitleleri nezdinde nasıl bir izlenim bıraktıklarını değerlendirmektir. Bu çalışmanın verileri elde edilirken Mediacat Dergisi tarafından belirlenen firmalar çalışmaya dahil edilmiştir. Çalışma kamuoyu nezdinde en çok bilinen ve ürünleri tercih edildiği öngörülen firmalarla sınırlandırılmıştır. Araştırmacı tarafından belirlenen on firmanın #10yearchallenge etiketiyle paylaştıkları görseller ve görsellerle birlikte ifade edilen metinler içerik analizi yöntemi ile değerlendirilmiştir. Çalışmadan elde edilen bulgulara göre, firmalar kendilerini daha çok değişime açık, yenilikçi, enerjik, çekici, kaliteli olarak göstermek istediği sonucuna varılmıştır. Kurumsal İzlenim yönetimi taktikleri esas alınarak yapılan analize göre; kurumlar en çok kendini sevdirme ve kurumsal tanıtım taktiğini kullanmıştır.

İnsanlar ve kurumlar, kendi tutum ve davranışlarına diğerlerinin
verdiği değere ve onların kendi haklarındaki düşüncelerine
karşı aşırı duyarlıdırlar. İlişkilerde hedef kişi ya da kitlelerde
arzu ettikleri kimlik ögelerinin veya etiketlerin kendileri
ile ilişkilendirilmesine yönelik güçlü motivasyona sahiptirler.
Kişilerin ilişkilerinde, kariyer hedeflerinde ve toplumsal konumlandırmada
başarılı olmaları; kurumların hedef kitle tarafından
diğerlerine tercih edilmeleri; rekabet koşullarının değiştiği
ve farklılıkların azaldığı pazarlarda markaların değer yaratmaları, diğerleri tarafından nasıl görüldükleri ve nasıl yorumlandıkları ile ilgilidir.

The area of visualization has ,always been one of the ,most attractive sections of network management,technology. Successful management,tools must not only fulfill objective management needs but also be aestheticallyappealing. Consequently, the seemingly mundane task of presenting information to the user has become,almost a true art. The application proposed in this paper is a vehicle for the presentation of network ,management ,data using interactive graphs. By using ,the Scalable Vector Graphics markup ,language ,(SVG) [1] and Asynchronous ,Javascript and XML (AJAX) [2], it strives to aid the rapid development of visually impressive management applications that are accessible through the use of a ,web browser. These highly interactive and versatile applications can respond to user actions and present data which is organized into layers and is retrieved and refreshed on demand. ,The data of these ,layers is generated ,by network management,tools that plug in to the application thro...

Mired in inconsistency, contradiction, and scandal, Donald J. Trump’s presidency appears to be anything but normal. This has prompted a great deal of searching among social scientists and journalists to understand what exactly is behind Trump’s erratic governing style. These narratives center the new normal of American presidential politics on the extreme form of Trump’s narcissistic behavior and his flagrant commitment to ethno-nationalist, authoritarian, and neoliberal practices. However, because these narratives rely on traditional political strategies and theories, they do not fully capture the most novel aspects of the Trump mode of governance. What is “not normal” about President Donald Trump is that his governing style is irreducible to conventional statecraft and political goals because Trump is not just a celebrity/businessman-turned-politician. Rather, Trump the person is inherently tied to Trump the personal brand, and the governing style of President Trump follows the market-oriented logic of personal brands, which is primarily oriented towards maximizing symbolic capital. Rather than position Trump’s governing style as motivated to achieve self-adulation, white supremacy, an authoritarian state, or neoliberal utopia, we reconsider Trump’s governing style as an attempt to capture the attention of the collective consciousness and focus it on Trump as a personal brand.

Previous studies have pointed at the girls' room's importance for girls identity work. The "internet generation" is no different in this aspect. Girls still stage performances, where they experiment with roles and styles. The difference is rather that where it used to be done in the girl's room at home, the identity work is now often found online. The question proposed in this paper is whether Internet communities can be seen as extensions or online versions of the girls' room. By using results from quantitative content analysis of 250 personal profile sites of female users aged 15-20, this paper discusses the similarities and differences between traditional girls' rooms and the computer-mediated ones at Lunarstorm.

There is disagreement in the literature regarding whether those communicating in computer-mediated (CM) groups are attentive or oblivious to the social situation. There is evidence on both sides, with those in CM groups sometimes modifying their public responses and other times not. This apparent contradiction may be due in part to the impression that those in CM groups wish to convey and whether modifying their responses would help convey this impression. Specifically, whereas those in face-to-face (FTF) groups may strategically alter their public responses to present themselves as part of the group, those in CM groups may strategically alter their public responses to present themselves as separate from the group and unique on a positive dimension. The results of three experiments support this impression-management account: those in CM groups strategically altered their responses when doing so produced a desirable impression. The results further suggest that visual information about the group and social distance play important roles in affecting whether those in CM groups conform or not.

The compensation effect demonstrates a negative relationship between the dimensions of warmth and competence in impression formation in comparative contexts. However, does compensation between warmth and competence extend to impression management? Two studies examined whether people actively downplay their warmth in order to appear competent and downplay their competence in order to appear warm. In Studies 1a and 1b, participants selected words pretested to be high or low in warmth and competence to include in an e-mail message to people they wanted to impress. As predicted, participants downplayed their competence when they wanted to appear warm (Study 1a) and downplayed their warmth when they wanted to appear competent (Study 1b). In Studies 2a and 2b, compensation also occurred when participants introduced themselves to another person, as evidenced by the questions they selected to answer about themselves, their self-reported goals, and their open-ended introductions. Compensation occurred uniquely between warmth and competence and not for other dimensions, such as healthiness (Study 2a) and political interest (Study 2b), which suggests that the compensation effect extends beyond a mere zero-sum exchange between dimensions.► Compensation between warmth and competence occurs in impression management. ► People who want to appear warm (vs. control group) downplay their competence. ► People who want to appear competent (vs. control group) downplay their warmth. ► Compensation does not extend to other dimensions (health, political interest).

Computational modeling and brain imaging studies suggest that sensitivity to rewards and behaviorist learning principles partly explain smartphone engagement patterns and potentially smartphone dependence. Responses to a questionnaire, and observational measures of smartphone use were recorded for 121 university students. Each participant was also tested with a laboratory task of reward sensitivity and a test of verbal operant conditioning. Twenty-three percent of the sample had probable smartphone addiction. Using multivariate regression, smartphone use, particularly the number of instant messenger services employed, was shown to be significantly and independently predicted by reward sensitivity (a positive relationship), and by instrumental conditioning (a negative relationship). However, the latter association was driven by a subset of participants who developed declarative knowledge of the response-reinforcer contingency. This suggests a process of impression management driven by experimental demand characteristics, producing goal-directed instrumental behavior not habit-based learning. No other measures of smartphone use, including the self-report scale, were significantly associated with the experimental tasks. We conclude that stronger engagement with smartphones, in particular instant messenger services, may be linked to people being more sensitive to rewarding stimuli, suggestive of a motivational or learning mechanism. We propose that this mechanism could underly problem smartphone use and dependence. It also potentially explains why some aspects of smartphone use, such as habitual actions, appear to be poorly measured by technology-use questionnaires. A serendipitous secondary finding confirmed that smartphone use reflected active self-presentation. Our ‘conditioning’ task-induced this behavior in the laboratory and could be used in social-cognition experimental studies.

This paper reports the findings from two studies which examined the tendency of sexuallyactive college students to provide socially desirable (i.e., positively biased) responses to questions concerning condom use. The first study found that while female attitudes toward condom use and intentions to use a condom were not associated with social desirability, such attitudes and intentions were significantly related to two measures of impression management for males. The second study attempted to identify conditions under which the relationship between condom use responses and impression management might be attenuated. Specifically, we tested whether participants would report more negative attitudes toward using condoms, and weaker behavioral intentions, when questionnaire instructions emphasized (1) participant anonymity, (2) the scientific importance of obtaining accurate responses, or (3) a combination of these two instructional sets. Results suggest that, compared to a noinstruction control group, self-reported male attitude toward and intention regarding condom use become more negative when anonymity is stressed. Female responses were unaffected by any of the instruction sets compared to the control group. The two studies provide converging evidence that college males positively bias their responses to questions regarding condom use, and suggest the need for further research on the attenuation of such misrepresentation.

... A Field Study of Applicant Impression Management ... Two issues were explored: (a) whichimpression management (IM) tactics applicants use during actual interviews and (b) whether there is a relationship between applicants' IM tactics and their interview outcomes. ...

This study examined whether impression management exists in the Top 40 Johannesburg Stock Exchange (JSE) listed companies, in South Africa, based on the narrative disclosure in a chairperson’s statement. The Top 40 JSE listed companies represent more than 80% of total companies listed based on market share and a chairperson’s statement is regarded as one of the most read statements, even if it is not required by international financial reporting standards (IFRS).
Content analysis on integrated reports of the Top 40 JSE listed companies was used to analyse the data. Impression management was examined from the length of the chairperson’s statement, use of passive sentences, use of personal reference, and the sentiment shown in the disclosure tone. The study finds that the Top 40 JSE listed companies partake in impression management. Further unprofitable companies used more personal references than profitable companies, whereas profitable companies use more positive sentiment than unprofitable companies. The study provides insight on the selective voluntary disclosure tactics used by management in the Top 40 JSE listed companies in the quest of legitimacy and adds to the discourse on corporate reporting by public companies and the legitimacy theory.

Questionnaires are relied upon by clinicians, researchers, and social services to assess child molesters' (CMs') offense-supportive beliefs (or cognitive distortions). In this study, we used an experimental procedure to evaluate whether extrafamilial CMs underreported their questionnaire-assessed beliefs. At time one, 41 CMs were questionnaire-assessed under standard conditions (i.e., they were free to impression manage). At time two, CMs were questionnaire-assessed again; 18 were randomly attached to a convincing fake lie detector (a bogus pipeline), the others were free to impression manage. The results showed that bogus pipeline CMs significantly increased cognitive distortion endorsements compared to their own previous endorsements, and their control counterparts' endorsements. The findings are the first experimental evidence showing that CMs consciously depress their scores on transparent questionnaires.

In order to make a good first impression, lecturers’ need to understand how students draw conclusions about what they can or do expect based on their initial impressions. While these first impressions are not unchangeable, creating a good first impression can be highly influential to the development of effective student-lecturer relationships. Thus, the ideas and evidence presented herein give lecturers’ a framework broadly relating to verbal and non-verbal cues so that they can make deliberate decisions about how to present themselves in professional environments.

The growing plethoras of social media outlets have sparked both opportunity and concern in how organizations manage their corporate image. While previous research has examined the various problems associated with negative, word-of-mouth transference of information occurring simultaneously throughout many networks in social media, this paper seeks to address social media usage in impression management (IM). Specifically, we seek to answer two questions: Do IM direct-assertive strategies in social media impact a firm's financial performance? And which social media strategies impact a firm's financial performance? To analyze these questions in depth, we use text mining to collect and analyze text from a variety of social network platforms, including blogs, forums, and corporate websites, to assess how such IM strategies impact financial performance. Our results provide text mining validation that social media have a positive impact on IM. We also provide further understanding of how social media strengthens organizations' communication with various internal and external stakeholders. Lastly, we provide future research ideas concerning social media's usage in IM.

Self-presentation is a fundamental aspect of social life, with myriad critical outcomes dependent on others' impressions. We identify and offer the first empirical investigation of a prevalent, yet under-studied, self-presentation strategy: humblebragging. Across 9 studies, including a week-long diary study and a field experiment, we identify humblebragging— bragging masked by a complaint or humility—as a common, conceptually distinct, and ineffective form of self-presentation. We first document the ubiquity of humblebragging across several domains, from everyday life to social media. We then show that both forms of humblebragging— complaint-based or humility-based—are less effective than straightforward bragging, as they reduce liking, perceived competence, compliance with requests, and financial generosity. Despite being more common, complaint-based humblebrags are less effective than humility-based humblebrags, and are even less effective than simply complaining. We show that people choose to deploy humblebrags particularly when motivated to both elicit sympathy and impress others. Despite the belief that combining bragging with complaining or humility confers the benefits of each strategy, we find that humblebragging confers the benefits of neither, instead backfiring because it is seen as insincere.

KonsulentNetSyd 6. december 2013 Haderslev Handout 1 LinkedIn og Xing: Sådan får I og Jeres virksomhed vaekst på det danske og tyske marked Forskningsresultater og anbefalinger til optimering af Jeres person--og virksomhedsprofiler på LinkedIn og Xing v/ Camilla Nielsen, stud.cand.ling.merc. (Tysk): IMK, Aarhus Universitet Tlf.: + 45 22170862 Mail: [email protected]

Little attention has been paid to the role which impression management (IM) of genuine and substantial talents and commitment plays in the careers of female and male managers seeking promotion. IM studies have largely investigated the supervisor/subordinate relationship, often with samples of business students in laboratory settings. In the Cranfield Centre for Developing Women Business Leaders, we have focused on the use of IM by practising managers. In this paper, we examine previous literature for indications that gender may be important in explaining differences in IM behaviours. We then report findings from a survey and a qualitative study, showing that gender, especially combined with age and job level, is a differentiating factor in managers' inclinations to use particular IM behaviours. Many women (and some men too) seem uncomfortable with using IM. Women do not always want to play "the organizational game" by the maleconstructed unwritten rules, but prefer to trust good management and systems fairness for just rewards. Younger and junior level women managers often recognize that IM may be a useful tool but reject its use for themselves. Women seem to prefer to rely on extra high performance and commitment for visibility to their seniors rather than the networking, ingratiation and self-promotion strategies used more by males. An important consequence is that as ambitious young males use job-focused IM in addition to self and manager-focused strategies, this is likely to leave young women at a considerable disadvantage for promotion, if the strategies are successful.

The goal of this study was to investigate the influence of the recruiter's cultural background on the evaluation of a job applicant's presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

This article discusses patterns of interaction among citizens and officials in city commission proceedings. Drawing on Goffman's dramaturgical metaphor, the author examines elements of discourse and action that create interactional inequities and unobtrusive limits to democratic participation in this setting. The proceedings are described as a series of interactional performances geared toward maintaining an atmosphere of public involvement in decisions made by the commission. Techniques of impression management, teamwork, and strategies of conflict containment are employed by commissioners to manage the flow of interaction and mitigate conflicts that emerge among participants during the proceedings. At the same time, an impression of concern for constituents and an atmosphere of constructive public involvement in the commission's decisions is displayed. This constitutes a situation of performative governance—an occasion in which impressions of committed governance are stage...

On account of a number of factors, many companies have increased recruitment targeting female and ethnic or racial minority job applicants. Despite evidence suggesting that these applicants are attracted by different factors than traditional applicants and an abundance of recruitment tactics suggested in the popular press, no empirically based approach to recruiting these populations has emerged. This article reviews and integrates literature on organizational impression management, recruitment, marketing, and social psychology and provides a framework to assist practitioners in attracting minority and female job applicants. In addition, several avenues for future research are discussed.

Self-presentation is a fundamental aspect of social life, with myriad critical outcomes dependent on others' impressions. We identify and offer the first empirical investigation of a prevalent, yet under-studied, self-presentation strategy: humblebragging. Across 9 studies, including a week-long diary study and a field experiment, we identify humblebragging— bragging masked by a complaint or humility—as a common, conceptually distinct, and ineffective form of self-presentation. We first document the ubiquity of humblebragging across several domains, from everyday life to social media. We then show that both forms of humblebragging— complaint-based or humility-based—are less effective than straightforward bragging, as they reduce liking, perceived competence, compliance with requests, and financial generosity. Despite being more common, complaint-based humblebrags are less effective than humility-based humblebrags, and are even less effective than simply complaining. We show that people choose to deploy humblebrags particularly when motivated to both elicit sympathy and impress others. Despite the belief that combining bragging with complaining or humility confers the benefits of each strategy, we find that humblebragging confers the benefits of neither, instead backfiring because it is seen as insincere.

This article discusses how candidates, in job interviews, negotiate their expertise so as to make a good impression on their interviewers. It is based on the analysis of five role-played interviews in French and four authentic interviews in either French or French and English, the candidates’ comments on the impression they had tried to convey and the interviewers’ comments on the impression they had of the candidates. The analysis uses a systemic functional approach and the theory of politeness, and highlights how candidates’ lexico-grammatical choices play a role in their interviewers’ impressions of them. It also shows that the candidates’ discourse and therefore the impression they make is linked to the ongoing interaction with their interviewers. Last, it establishes a useful link between lexico-grammar analysis and impression management theory.

In the present reflective report, I will explore two issues that are considered to be crucial to Human Resource (HR) recruitment professionals worldwide: the misuse of some impression management (IM) techniques and the challenges in the use of psychometric tests in recruitment and selection contexts. Firstly, I will discuss IM techniques at work and explore whether certain techniques can be abused in terms of the employee selection process. I will also elaborate on ways in which people can abuse them in the workplace. Secondly, I will discuss the use of psychometric tests in the HR recruitment and selection process and reflect on limitations, controversies and potential problems in using them. I believe that these issues will be crucial in HR professionals’ everyday work as HR Recruitment Managers in UK-based companies since they will have to select people who fit in with different roles without being deceived by IM behaviours, i.e. flattery. In terms of this role, HR professionals will also be asked to talk to people with defensive or negative tactics e.g. intimidation, and train them so as to change their behaviour accordingly. HR professionals may not be exposed to psychometric tests as these are not widely used in terms of recruitment and selection procedures in other countries, in Europe. Therefore, taking a psychometric test provides HR professionals with an opportunity to learn more about psychometric tests, about themselves and about others as well. I believe that HR professionals should take more courses in psychology because, because they need to better comprehend how people behave, especially in a work-based context. HR professionals also need to gain an understanding of what they can do to avoid being influenced by IM techniques or be misled by psychometric tests that might have been administered to deceitful candidates.

The Balanced Inventory of Desirable Responding (BIDR) is a widely-used instrument to measure the two components of social desirability: self-deceptive enhancement (SDE) and impression management (IM). With respect to scoring of the BIDR, Paulhus (1994) has authorized two methods, namely continuous scoring (all answers on the continuous answer scale are counted) and dichotomous scoring (only extreme answers are counted). In the present article, three studies with student samples are reported, and continuous and dichotomous scoring of BIDR subscales are compared with respect to reliability, convergent validity, sensitivity to instructional variations, and correlations with personality. Across studies, the scores from continuous scoring (continuous scores) showed higher Cronbach's alphas than those from dichotomous scoring (dichotomous scores). Moreover, continuous scores showed higher convergent correlations with other measures of social desirability and more consistent effects with self-presentation instructions (fake-good versus fake-bad instructions). Finally, continuous SDE scores showed higher correlations with those traits of the five-factor model for which substantial correlations were expected (i.e., neuroticism, extraversion, and conscientiousness). Consequently, the present findings indicate that continuous scoring may be preferable to dichotomous scoring when assessing socially desirable responding with the BIDR.

Oversupply of information, irrelevance, and repetition in political and administrative text and talk have received considerable scholarly attention, but the tendency to date has been to analyse these phenomena separately. In this article, I argue that it would be fruitful to explore these aspects in combination, as constitutive dimensions of calculated overcommunicative behaviour in public administration.

Based on a multidisciplinary review of literature on cognitive manipulation, prolixity, (ir)relevance, discourse repetition, and administrative behaviour, I propose an original ‘overcommunication framework’ for explicating certain discursive macro-strategies of positive self-presentation used by public officeholders. In particular, I discuss how governments may use calculated overcommunication to avoid or deflect blame, to signal democratic openness, and to perform swiftness.

By problematising the notion of ‘overcommunication’ and introducing it into discourse studies, I seek to open up new avenues of understanding and investigating political and organisational communication.

Abstrak The phenomenon of beggars is a problem faced by many cities, including Padang city. Permindo street of Padang city is a strategic location to serve as the location of the activity of begging. There are some beggars who take advantage of the real physical limitations, and there also beggars deliberately creating impressions as a beggar. The problem is how the beggars creating impressions on themselves to bring in the mercy of the other people (prospective benefactors). The purpose of this study is to describe how form the impression management that created by beggars. This research was carried out by using qualitative research methods and the type is descriptive. From the results of the data obtained, impression management by beggars, covering by verbal and non verbal aspects. Verbal aspect that used in front stage area (front stage) by saying Assalamualaikum and Alhamdulillah, while the non-verbal aspects include tone of voice, body language, appearance, face expressions, tools, and mystification. In the back stage area (back stage), beggars doing impression management through tone of voice, body language, appearance, and face expressions. Beggars showing a different impression on the two settings. In front stage area (front stage), beggars deliberately forming an impression to get a gift or alms from others (prospective benefactors), while in the back stage area (back stage), beggars forming an impression as ordinary people in a social environment.

Profile validity is a primary consideration in the clinical assessment of psychopathology. Several indicators of negative impression management have been developed for the Personality Assessment Inventory (PAI; Morey, 1991) that can both indicate its presence and help differentiate effortful negative distortion from distortion arising from cognitive sets associated with psychopathology. In this study, we tested a method designed to delineate the specific Clinical scales relevant for interpretation of deliberately feigned disorders. We used associations between the Negative Impression Management (NIM) scale and Clinical scales in the normative standardization sample to derive NIM predicted scale scores in a regression framework. We contrasted these predicted scores with observed scores on Clinical scales to yield NIM predicted discrepancies hypothesized to identify those Clinical scales most salient for the interpretation of negative distortion. We found this method to be effective in identifying particular distortion on the relevant scales for individuals attempting to feign 3 specific diagnoses (major depressive disorder, generalized anxiety disorder, and schizophrenia).

The emergence of Location-Based-Real-Time-Dating (LBRTD) apps such as Tinder has introduced a new way for users to get to know potential partners nearby. The design of the apps represents a departure from “old-school” dating sites as it relies on the affordances of mobile media. This might change the way individuals portray themselves as their authentic or deceptive self. Based on survey data collected via Mechanical Turk and using structural equation modeling, we assess how Tinder users present themselves, exploring at the same time the impact of their personality characteristics, their demographics and their motives of use. We find that self-esteem is the most important psychological predictor, fostering real self-presentation but decreasing deceptive self-presentation. The motives of use – hooking up/sex, friendship, relationship, traveling, self-validation, and entertainment – also affect the two forms of self-presentation. Demographic characteristics and psychological antecedents influence the motives for using Tinder, with gender differences being especially pronounced. Women use Tinder more for friendship and self-validation, while men use it more for hooking up/sex, traveling and relationship seeking. We put the findings into context, discuss the limitations of our approach and provide avenues for future research into the topic.

Previous research indicates that both males and females eat less in the presence of a stranger of the opposite sex than in the presence of a same sex. Another literature shows that people tend to model or matching the amount eaten by others. The extent to which people are eager to inhibit their food consumption or match other's intake is likely to vary as a function of the characteristics of the co-eater. The present study examines how males and females adjust their level of eating as a function of their familiarity with and the gender of their eating companion, using a free-eating paradigm. Findings indicated that both the familiarity between co-eaters and the participants' gender predicted food consumption. Although unfamiliarity suppressed both men's and women's food intakes, the matching effect operated only when a female co-eater was involved. We conclude that the overarching motive (i.e., producing a positive impression) does not necessarily vary substantially across the various gender-familiarity combinations, but that the means or strategies (eating lightly and or matching of intake) by which the person accomplishes it and the strength of the motive vary as a function of the audience. In other words, in some social contexts self-enhancing motives can be served by restricting intake as well as through ingratiatory strategies such as attitudinal or behavioral conformity. r

Little attention has been paid to the role which impression management (IM) of genuine and substantial talents and commitment plays in the careers of female and male managers seeking promotion. IM studies have largely investigated the supervisor/subordinate relationship, often with samples of business students in laboratory settings. In the Cranfield Centre for Developing Women Business Leaders, we have focused on the use of IM by practising managers. In this paper, we examine previous literature for indications that gender may be important in explaining differences in IM behaviours. We then report findings from a survey and a qualitative study, showing that gender, especially combined with age and job level, is a differentiating factor in managers' inclinations to use particular IM behaviours. Many women (and some men too) seem uncomfortable with using IM. Women do not always want to play "the organizational game" by the maleconstructed unwritten rules, but prefer to trust good management and systems fairness for just rewards. Younger and junior level women managers often recognize that IM may be a useful tool but reject its use for themselves. Women seem to prefer to rely on extra high performance and commitment for visibility to their seniors rather than the networking, ingratiation and self-promotion strategies used more by males. An important consequence is that as ambitious young males use job-focused IM in addition to self and manager-focused strategies, this is likely to leave young women at a considerable disadvantage for promotion, if the strategies are successful.

Two studies investigated the hypothesis that the higher entrepreneurs' social competence (their ability to interact effectively with others as based on discrete social skills), the greater their financial success. Entrepreneurs working in two different industries (cosmetics and high-tech) completed a questionnaire designed to measure several aspects of their social competence (e.g., accuracy in perceiving others, skill at impression management, persuasiveness). Results indicated that one aspect of social competence (e.g., accuracy in perceiving others) was positively related to financial success for both groups of entrepreneurs. In addition, social adaptability was related to financial success for entrepreneurs in the cosmetics industry, and expressiveness was related to such success for the entrepreneurs in the high-tech industry. The questionnaire employed to assess social competence was cross-validated with a third group of entrepreneurs who completed this measure themselves, and whose social competence was also rated by persons who knew them well. The two sets of ratings agreed closely, thus providing evidence for the validity of this measure. Overall, findings are consistent with the view that a high level of social capital (e.g., a favorable reputation, extensive social network, etc.) assists entrepreneurs in gaining access to persons important for their success. Once such access is attained, however, entrepreneurs' social competence influences the outcomes they experience. D

The hyperpersonal model of computer-mediated communication (CMC) posits that users exploit the technological aspects of CMC in order to enhance the messages they construct to manage impressions and facilitate desired relationships. This research examined how CMC users managed message composing time, editing behaviors, personal language, sentence complexity, and relational tone in their initial messages to different presumed targets, and the cognitive awareness related to these processes. Effects on several of these processes and outcomes were obtained in response to different targets, partially supporting the hyperpersonal perspective of CMC, with unanticipated gender and status interaction effects suggesting behavioral compensation through CMC, or overcompensation when addressing presumably undesirable partners.

Four studies investigating the convergent validity, discriminant validity, and relationship with age of the Social Desirability Scale-17 (SDS-17) are presented. Where convergent validity is concerned, SDS-17 scores showed correlations between .52 and .85 with other measures of social desirability (Eysenck Personality Questionnaire-Lie Scale, Sets of Four Scale, Marlowe-Crowne Scale). Moreover, scores were highly sensitive to social-desirability provoking instructions (job-application instruction). Finally, with respect to the Balanced Inventory of Desirable Responding, SDS-17 scores showed a unique correlation with impression management, but not with self-deception. Where discriminant validity is concerned, SDS-17 scores showed nonsignificant correlations with neuroticism, extraversion, psychoticism, and openness to experience, whereas there was some overlap with agreeableness and conscientiousness. With respect to relationship with age, the SDS-17 was administered in a sample stratified for age, with age ranging from 18 to 89 years. In all but the oldest age group, the SDS-17 showed substantial correlations with the Marlowe-Crowne Scale. The influence of age (cohort) on mean scores, however, was significantly smaller for the SDS-17 than for the Marlowe-Crowne Scale. In sum, results indicate that the SDS-17 is a reliable and valid measure of social desirability, suitable for adults of 18 to 80 years of age.

In this manuscript we explore the ways in which the marketplace metaphor resonates with online dating participants and how this conceptual framework influences how they assess themselves, assess others, and make decisions about whom to pursue. Taking a metaphor approach enables us to highlight the ways in which participants' language shapes their self-concept and interactions with potential partners. Qualitative analysis of in-depth interviews with 34 participants from a large online dating site revealed that the marketplace metaphor was salient for participants, who employed several strategies that reflected the assumptions underlying the marketplace perspective (including resisting the metaphor). We explore the implications of this metaphor for romantic relationship development, such as the objectification of potential partners.

Although the use of personality tests for personnel selection has gained increasing acceptance, researchers have raised concerns that job applicants may distort their responses to inflate their scores. In the present meta-analysis, we examined the effects of the two dimensions of social desirability, impression management and self-deception, on the criterion validity of personality constructs using the balanced inventory of desirable responding (BIDR). The results indicate that impression management and self-deception did not create spurious effects on the relationship between personality measures and performance, nor did they function as performance predictors. Moreover, removing the influence of impression management or self-deception from personality measures did not substantially attenuate the criterion validity of personality variables. Implications of the results and directions for future research are also discussed.

Purpose – The purpose of this paper is to compare patterns of impression management in two
organizational systems, namely, organic and mechanistic.
Design/methodology/approach – Qualitative data were gathered from 23 employees by means of
in-depth, semi-structured interviews. In addition, questionnaires pertaining to the use of impression
management strategies toward superiors and peers were given to 208 employees from military and
R&D organizations.
Findings – The results suggest that employees in mechanistic systems engage more in impression
management behavior and direct their efforts more often toward their superiors than toward their peers,
most frequently by using the strategy of “Ingratiation”. On the other hand, employees in the organic
system sample use impression management to a lesser extent, and they direct it more equally toward
superiors and peers. Their predominant strategy is “Initiation.” These results are discussed in light of the
differences in the norms and structural characteristics of the two organizational systems.
Research limitations/implications – The mechanistic system was represented by a military
organization and there is disproportionate representation of males in the survey sample.
Originality/value – The paper demonstrates the importance of the specific characteristics of an
organizational system in shaping employees’ impression management behavior.