Strategic Self-Presentation in the Workplace: The Impact of Ingratiation, Supplication, and Exemplification on Job Performance and Career Advancement

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题名:	Strategic Self-Presentation in the Workplace: The Impact of Ingratiation, Supplication, and Exemplification on Job Performance and Career Advancement
作者:	王潔安;Wang, Chieh-An
贡献者:	企業管理學系在職專班
关键词:	印象管理;迎合;示弱;表現奉獻;工作績效;職涯晉升;情緒勞務;組織政治知覺;impression management;ingratiation;supplication;exemplification;emotional labor;perception of organizational politics;job performance;career advancement
日期:	2025-07-03
上传时间:	2025-10-17 11:40:16 (UTC+8)
出版者:	國立中央大學
摘要:	在組織情境中，員工時常運用印象管理（Impression Management, IM）來影響他人對自己的看法，進而影響績效評估與職涯晉升。本研究探討三種印象管理策略：迎合（ingratiation）、示弱（supplication）與表現奉獻（exemplification）對工作績效（job performance）與職涯晉升（career advancement）之影響，並以情緒勞務（emotional labor）與組織政治知覺（Perception of Organizational Politics, POP）作為中介變項進行驗證。研究對象為台灣地區311位在職或有職場經驗之人士，並透過結構方程模式（SEM）與bootstrapping技術檢驗所建構之研究模型。研究結果顯示，迎合行為對工作績效與職涯晉升皆具有正向影響，而示弱行為則對工作績效產生負向效果。表現奉獻行為與職涯晉升呈現正向關係，但與工作績效之間並無顯著關聯。情緒勞務與組織政治知覺在部分關係中扮演了關鍵的中介角色。儘管表現奉獻策略透過情緒勞務與組織政治知覺對工作績效與職涯晉升的間接效果皆未達顯著水準，示弱策略在兩者之間皆展現出顯著的串聯中介效果。本研究說明印象管理策略背後所涉及的情緒與政治權衡及其複雜性，並對人力資源制度、績效評估實務以及員工自我展現策略提出實務建議。;In organizational settings, employees often engage in impression management (IM) to shape how they are perceived, which may influence performance ratings and career outcomes. This study examines three IM tactics: ingratiation, supplication, and exemplification, and their impact on job performance and career advancement, with a focus on emotional labor and perception of organizational politics (POP) as mediating mechanisms. Data were collected from 311 participants with work experience in Taiwan. Structural equation modeling (SEM) and bootstrapping were used to test the proposed model. The results indicated that ingratiation positively influenced both job performance and career advancement, while supplication had a negative effect on job performance. Exemplification was positively associated with career advancement but showed no significant relationship with job performance. Emotional labor and POP played important mediating roles in some of the examined relationships. Although the indirect effects of exemplification on job performance and career advancement through emotional labor and POP were not statistically significant, supplication demonstrated significant serial mediation effects on both outcomes. These findings highlight the emotional and political complexities of IM strategies and offer practical implications for human resource systems, managerial evaluation practices, and employee self-presentation strategies.
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