Flattering or embarrassing your boss? An integrated perspective on newcomers' ingratiation, supervisors' responses, and work outcomes

IF 6.2 2区管理学 Q1 BUSINESS

Journal of Organizational Behavior Pub Date : 2024-11-12 DOI:10.1002/job.2843

Shaoxue Wu, Michelle Xue Zheng, Dan Ni, Chong Chen, Manyi Wang, Wen Wu, Huaiyuan Zhai

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引用次数: 0

Abstract

Ingratiation seems to be extremely useful in the initial stage of interpersonal interaction. Recently, scholars have drawn attention to the role of ingratiation in the special context of newcomer socialization, arguing that ingratiation can help newcomers build a positive image in the work setting. In this research, we first propose that two types of ingratiation—excessive ingratiation and seamless ingratiation—can be distinguished and develop a measurement instrument for them. Second, based on affective events theory, we explore how newcomers' excessive ingratiation and seamless ingratiation lead to different socialization outcomes by stimulating distinct emotional and behavioral responses from their supervisors. The results of two experiments and a multisource weekly survey conducted for 10 consecutive weeks reveal that newcomers' excessive ingratiation triggers supervisors' embarrassment and interaction avoidance, and ultimately hinders newcomer socialization; in contrast, seamless ingratiation evokes supervisors' pride and information sharing and ultimately promotes socialization outcomes. Supervisor narcissism weakens the relationship between excessive ingratiation and embarrassment but strengthens the relationship between seamless ingratiation and pride. Theoretical contributions, practical implications, and directions for future research are discussed.

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奉承还是让老板难堪？新员工的讨好、主管的反应和工作成果的综合视角

在人际交往的初始阶段，讨好似乎是非常有用的。近年来，学者们开始关注讨好在新员工社会化的特殊背景下的作用，认为讨好可以帮助新员工在工作环境中建立积极的形象。在本研究中，我们首先提出了两种类型的讨好—过度讨好和无缝讨好—可以区分，并开发了一种测量工具。其次，基于情感事件理论，我们探讨了新人的过度讨好和无缝讨好如何通过刺激上司不同的情绪和行为反应而导致不同的社会化结果。两个实验和一项连续10周的多源每周调查结果表明，新员工的过度讨好引发了主管的尴尬和互动回避，最终阻碍了新员工的社会化；而无缝的讨好则唤起了管理者的自豪感和信息共享，最终促进了社会化结果。管理者自恋弱化了过度讨好与尴尬之间的关系，强化了无缝讨好与骄傲之间的关系。讨论了理论贡献、实践意义和未来研究方向。

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来源期刊

Journal of Organizational Behavior Multiple-

CiteScore

10.50

自引率

5.90%

发文量

期刊介绍： The Journal of Organizational Behavior aims to publish empirical reports and theoretical reviews of research in the field of organizational behavior, wherever in the world that work is conducted. The journal will focus on research and theory in all topics associated with organizational behavior within and across individual, group and organizational levels of analysis, including: -At the individual level: personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. -At the group level: size, composition, structure, leadership, power, group affect, and politics. -At the organizational level: structure, change, goal-setting, creativity, and human resource management policies and practices. -Across levels: decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. -Research methodologies in studies of organizational behavior.