Impression management attenuates the effect of ability on trust in economic exchange.

Are competent actors still trusted when they promote themselves? The answer to this question could have far-reaching implications for understanding trust production in a variety of economic exchange settings in which ability and impression management play vital roles, from succeeding in one's job to excelling in the sales of goods and services. Much social science research assumes an unconditional positive impact of an actor's ability on the trust placed in that actor: in other words, competence breeds trust. In this report, however, we challenge this assumption. Across a series of experiments, we manipulated both the ability and the self-promotion of a trustee and measured the level of trust received. Employing both online laboratory studies (n = 5,606) and a field experiment (n = 101,520), we find that impression management tactics (i.e., self-promotion and intimidation) can substantially backfire, at least for those with high ability. An explanation for this effect is encapsuled in attribution theory, which argues that capable actors are held to higher standards in terms of how kind and honest they are expected to be. Consistent with our social attribution account, mediation analyses show that competence combined with self-promotion decreases the trustee's perceived benevolence and integrity and, in turn, the level of trust placed in that actor.

The dimensional structure of the Camouflaging Autistic Traits Questionnaire (CAT-Q) and predictors of camouflaging in a representative general population sample.

OBJECTIVES: Some autistic people "camouflage" their differences by modeling neurotypical behaviors to survive in a neurotypical-dominant social world. It remains elusive whether camouflaging is unique to autism or if it entails similar experiences across human groups as part of ubiquitous impression management (IM). Here we examined camouflaging engagement and theoretical drivers in the general population, drawing on the transactional IM framework and contextualizing findings within both contemporary autism research and the past IM literature. METHODS: A large representative U.S. general population sample (N = 972) completed this survey study. We combined exploratory item factor analysis and graph analysis to triangulate the dimensional structure of the Camouflaging Autistic Traits Questionnaire (CAT-Q) and examined its correspondence with prior autism-enriched psychometric findings. We then employed hierarchical regression and elastic-net regression to identify the predictors of camouflaging, including demographic (e.g., age, gender), neurodivergence (i.e., autistic and ADHD traits), socio-motivational, and cognitive factors. RESULTS: We found a three-factor/dimensional structure of the CAT-Q in the general population, nearly identical to that found in previous autism-enriched samples. Significant socio-motivational predictors of camouflaging included greater social comparison, greater public self-consciousness, greater internalized social stigma, and greater social anxiety. These camouflaging drivers overlap with findings in recent autistic camouflaging studies and prior IM research. CONCLUSIONS: The novel psychometric and socio-motivational evidence demonstrates camouflaging as a shared social coping experience across the general population, including autistic people. This continuity guides a clearer understanding of camouflaging and has key implications for autism scholars, clinicians, and the broader clinical intersecting with social psychology research. Future research areas are mapped to elucidate how camouflaging/IM manifests and functions within person-environment transactions across social-identity and clinical groups.

Men's Facial Hair Preferences Reflect Facial Hair Impression Management Functions Across Contexts and Men Know It.

Men with distinct facial hair are perceived as more aggressive, dominant, older, and more formidable, mostly by other men. However, despite considerable interest in the social perception of beardedness, only a few studies have explored men's preferences toward facial hair. We investigated men's preferences toward facial hair and whether their judgments of facial hair appropriateness in social situations depended on their actual beardedness and the type of social interaction (N = 509; age: M = 29.35, SD = 7.24). Men preferred having more facial hair, particularly when they have a heavy stubble or a full beard. Men preferred more facial hair for themselves compared to other men, suggesting that men's preferences for facial hair could be based on the frequency-dependent value of a display, namely more value assigned to rarer attributes. Men's judgments of the appropriateness of facial hair were sensitive to social situations for displaying facial hair as well. More facial hair was considered more appropriate for informal situations, especially with another man. Social norms associated with formal interaction could, therefore, limit the impression management functions of beards in intrasexual competition.

Saying thanks and meaning it: Expressing gratitude for social gain.

People sometimes give thanks as a true expression of their feeling but also sometimes because they know gratitude expression helps to make a certain social impression. That is, some gratitude is expressed because of intrinsic motivations or extrinsic motivations. Such motivations affect the outcomes of behaviour. The present work assessed gratitude, trait tendency to manage socially desirable expressions and well-being across two studies (combined n = 398). Motivations to express gratitude were also measured and impression management goals were manipulated in Study 2. Results show that gratitude expression is highest when people want to make a good impression and extrinsic motives to express gratitude can moderate the relationship between gratitude and well-being. Implications for the measurement of gratitude and theoretical understanding of gratitude's social function are discussed.

Assessment of self-report response bias in high functioning autistic people.

The study aimed to establish a normative data set for the Paulhus Deception Scales (PDS) and Structured Inventory of Malingered Symptomology (SIMS) in a community adult sample of high functioning autistic (HFA) people. Assessments were administered anonymously online. Seventy surveys were completed, with respondents contributing from 16 countries. The majority of subscales and total scores for the PDS and SIMS fell above cut-off for self-report response bias, suggesting that completion of these measures by HFA individuals may lead to conclusions of intentional response distortion, even when this is not the case. Significant relationships were found between high scores and education level, as well as psychological distress. The findings of the study raise concerns about the use of these measures with HFA people, particularly in 'high stakes' situations.

Dramaturgical Accounts of Transgender Individuals: Impression Management in the Presentation of Self to Specialist Gender Services.

Demand for gender dysphoria (GD) treatment has increased markedly over the past decade. Access to gender-affirming treatments is challenging for most people. For dysphoric individuals, much is at stake. Little is known about the specific needs, challenges, and coping strategies of this hard-to-reach group. We examined the experiences of treatment-seeking adolescents and adults using in-depth unstructured interviews with 26 people attending specialist gender services and 14 transgender people not referred to services. Patients with gender dysphoria distrust clinical services and describe considerable anxiety in sustaining their impression management strategies to obtain treatment. An authentic presentation is regarded by some participants, especially non-binary individuals, as inauthentic and emotionally difficult to maintain. Impression management strategies have partial success in accessing services. The presentation of "idealized" selves may result in unmet mental health needs of patients, and the receipt of interventions incongruent with their authentic selves.

Uncovering the ecology of clinical education: a dramaturgical study of informal learning in clinical teams.

Off-the-job faculty development for clinical teachers has been blighted by poor attendance, unsatisfactory sustainability, and weak impact. The faculty development literature has attributed these problems to the marginalisation of the clinical teacher role in host institutions. By focusing on macro-organisational factors, faculty development is ignoring the how clinical teachers are shaped by their everyday participation in micro-organisations such as clinical teams. We set out to explore how the roles of clinical teacher and graduate learner are co-constructed in the context of everyday work in clinical teams. Using an ethnographic study design we carried out marginal participant observation of four different hospital clinical teams. We assembled a dataset comprising field notes, participant interviews, images, and video, which captured day-to-day working and learning encounters between team members. We applied the dramaturgical sensitising concepts of impression management and face work to a thematic analysis of the dataset. We found that learning in clinical teams was largely informal. Clinical teachers modelled, but rarely articulated, an implicit curriculum of norms, standards and expectations. Trainees sought to establish legitimacy and credibility for themselves by creating impressions of being able to recognise and reproduce lead clinicians' standards. Teachers and trainees colluded in using face work strategies to sustain favourable impressions but, in so doing, diminished learning opportunities and undermined educational dialogue. These finding suggest that there is a complex interrelationship between membership of clinical teams and clinical learning. The implication for faculty development is that it needs to move beyond its current emphasis on the structuring effects of institutional context to a deeper consideration of how teacher and learner roles are co-constructed in clinical teams.

Children overclaim more knowledge than adults do, but for different reasons.

Overclaiming is the phenomenon whereby people claim more knowledge of a topic than they actually have. In adults, this behavior is related to the extent to which they consider themselves an expert on that topic and may be related to impression management. We investigated the emergence of this phenomenon by developing a child-friendly overclaiming questionnaire (OCQ)-the Child-OCQ. We measured the tendency of children (5-10 years of age old; N = 94) to claim knowledge of items that did not exist for a variety of topics (places, characters, animals, food, and musical instruments). We also examined the relationship between children's overclaiming of knowledge and their self-perceived liking of, and expertise in, the topics. To validate our scale, an adult sample (N = 51) completed both the Child-OCQ and a standardized adult OCQ, the OCQ-150, showing similar overclaiming patterns on both measures. Although overclaiming behaviors decreased throughout childhood, even children as old as 10 years were not adult-like and were more likely to overclaim knowledge than adults. In addition, we did not find strong evidence that children's perceived expertise on a topic influenced their tendency to overclaim knowledge, suggesting that the mechanisms behind the overclaiming phenomenon are different in children and do not reflect impression management until later during adolescence or adulthood.

Employee narcissism and promotability prospects.

INTRODUCTION: Narcissistic individuals often rise to positions of influence, but how so? Upward mobility in formal hierarchies is frequently contingent upon supervisory evaluations. We examined the relation between employee narcissism and supervisor promotability ratings, testing predictions from the display of power perspective (narcissism will positively predict promotability due to higher perceived power) and impression management perspective (narcissism will positively predict promotability due to self-promotion). METHOD: In two multisource studies involving employees and their supervisors from diverse organizations (S1: Nemployees  = 166; Nsupervisors  = 93; S2: Nemployees  = 128; Nsupervisors  = 85), we measured employee narcissism (S1, S2), employee sense of power, employee impression management tactics toward the supervisor (S2), and employee promotability as rated by supervisors (S1-S2). Further, in an experiment (S3: N = 181), we tested the causal effect of employee sense of power on promotability. RESULTS: Results favored the display of power perspective. Although narcissism predicted both higher self-promotion toward the supervisor and greater sense of power, it was the latter that explained the positive relation between employee narcissism and promotability ratings. CONCLUSION: Employees high on narcissism act as if they have more power in organizations, and thus, demonstrate behavior that would be expected in higher level positions. The findings help to explain narcissistic individuals' rise through the ranks.

CEO letters: Hospitality corporate narratives during the COVID-19 pandemic.

For hospitality organizations, the need for compelling corporate narratives is particularly acute in dealing with the COVID-19 crisis due to the scope and severity of its threat to employees, customers, the general public, and the fundamental survival of the company itself. Thus, this study aims to identify corporate narrative strategies and examine how hospitality companies deploy such narrative strategies with impression management tactics during the COVID-19 pandemic. Anchored in the Aristotelian concept of persuasive rhetoric and impression management theory, this study content-analyzed 57 CEO letters published by hospitality companies during the COVID-19 outbreak and found the prevalent rhetoric appeals and patterns of rhetoric appeals with impression management tactics embedded in the letters.

A multi-method exploratory study of health professional students' experiences with compliance behaviours.

BACKGROUND: Research in healthcare, including students as participants, has begun to document experiences with negative compliance, specifically conformity and obedience. There is a growing body of experimental and survey literature, however, currently lacking is a direct measure of the frequency at which health professional students have negative experiences with conformity and obedience integrated with psychological factors, the outcomes of negative compliance, and students' perceptions. METHODS: To develop empirical knowledge about the frequency of negative compliance and student perceptions during health professional education a multi-methods survey approach was used. The survey was administered to health professional students across ten disciplines at four institutions. RESULTS: The results indicated students regularly experience obedience and conformity and are influenced by impression management and displacement of responsibility. Moral distress was identified as a consistent negative outcome. Student self-reported experiences aligned with the empirical findings. CONCLUSIONS: The findings of the present study demonstrate the pervasiveness of experiences with negative compliance during health professional's education along with some attendant psychological factors. The findings have educational and practical implications, as well as pointing to the need for further integration of social and cognitive psychology in explaining compliance in healthcare. The results are likely generalizable to a population level however replication is encouraged to better understand the true frequency of negative compliance at a health professional population level.

Learning to interact and interacting to learn: a substantive theory of clinical workplace learning for diverse cohorts.

Social interactions are integral to clinical workplace functioning and are recognised to play an important role in clinical workplace learning. How, why and to what end students, in the context of today's culturally and linguistically diverse cohorts, interact with members of clinical workplace communities during clinical workplace learning is not well understood. The aim of this research was to generate a theoretical understanding of students' interactive processes in clinical workplace learning that accounted for high levels of cultural/linguistic diversity. In accordance with constructivist grounded theory methods, data collection and analysis were premised on theoretical sampling and constant comparative analysis, and undertaken from an informed and reflexive stance. This involved iterations of survey, interview and diary data from two diverse cohorts of final year veterinary students who had undergone 11 months of clinical workplace learning. Clinical preceptors were also interviewed. As an aid to theory building, testing and refinement, and in order to test the theory's relevance, usefulness and transferability beyond veterinary clinical education, critical feedback was sought from medical and allied health educators. Our substantive level theory demonstrates that upon entering the clinical workplace community, students learn how to 'harness dialogue' in order to effectively coordinate three, inter-related interactive processes: (i) functioning in the workplace, (ii) impression management and (iii) learning-in-the-moment. We found both positive and negative consequences ensued, depending on how students harnessed dialogue. The theory responds to a perceived need in international student education to move away from a deficit discourse by developing educational theory which focuses on the nature of participation, rather than the nature of the student.

Profiles and profile comparisons between Dark Triad constructs on self-presentation tactic usage and tactic beliefs.

OBJECTIVE: The present research profiled antisocial personality constructs in relation to tactical self-presentation behaviors and various beliefs associated with such tactical behavior. METHOD: An MTurk sample (N = 524; Mage  = 37.89; 61% female) completed indices of the Dark Triad (DT; narcissism, Machiavellianism, psychopathy) and self-reported their use of various self-presentation tactics, their beliefs about the subjective logic for executing the tactics (which encompassed ratings of the tactics' utility, ease of execution, and normativity), and the potential for each tactic to arouse self-recrimination. RESULTS: Results revealed high convergence between the DT constructs on a relatively malignant approach to self-presentation. DT constructs related to enhanced usage, enhanced subjective logic, and reduced self-recrimination ratings for all the tactics, except pro-social ones (exemplification and apologizing). Nonetheless, results also revealed some notable anticipated instances of nonconvergences between the DT constructs and tactic usage. CONCLUSIONS: The findings highlight that DT constructs function rather similarly at the level of self-presentation and suggest value in considering the DT constructs as indicative of strategic, subjectively logical image cultivation and defense behavior.

Evaluating the evaluator: The effects of the valence, sequence and target of evaluations on the perception of the evaluator.

People commonly want to be perceived as intelligent, as well as be liked by others. Previous research has demonstrated that people who wish to appear intelligent tend to criticise others, and that criticising others indeed leads to the perception of high intelligence. In the current research we hypothesised and found that this is not the case when (a) the criticism is targeted towards the people who form the impression, and (b) the criticism is targeted towards those with whom the people who form the impression have just interacted. In both cases, participants in our study liked evaluators less when they used criticism than when they used praise. Moreover, they perceived the evaluators as less intelligent. We also demonstrated that in cases of mixing praise with criticism, the sequence of the evaluation interacted with the target of the evaluation in influencing liking. We found a greater liking for evaluators whose evaluation changed from negative to positive rather than vice versa, but only when the perceiver was the target of the evaluation. The discussion centres on the potential underlying mechanisms for these results, as well as on the practical applications of the results and directions for future research.

Perceived competence and impression management: Testing the mediating and moderating mechanisms.

Using a diverse and unique sample of triads (N = 191 self, peer, and supervisor reports) from a field survey of two service sector organisations, this study examined the effects of perceived competence (self-reported) and supervisor-rated performance ratings on peer-rated impression management. The study also tested the mediating role of performance in competence-impression management relationships and the moderating role of job satisfaction (self-reported) in performance-impression management relationships using bootstrapping techniques. The study further examined the conditional indirect effects (i.e., moderated mediation) of perceived competence on impression management. The sample consisted of white collar employees from a government organisation and a leading cellular company in a developing country (i.e., Pakistan). Employees with low perceived competence were more likely to use impression management tactics than were those with high perceived competence. Similarly, poor performance ratings produced high impression management. Moreover, performance mediated the relationship between competence and impression management. The findings also suggest that perceived competence has a negative indirect effect on impression management for those with high levels of job satisfaction. Finally, impression management was highest when performance and satisfaction were low.

The moderating role of socially desirable responding in implicit-explicit attitudes toward asylum seekers.

Implicit and explicit attitudes correlate under certain conditions and researchers are interested in the moderating factors of this relationship. This paper explored the role of socially desirable responding in this relationship by testing the hypothesis that impression management (IM; i.e., deliberate response modification) and self-deceptive enhancement (SDE; i.e., positive self-bias) play moderating roles in the relationship of implicit-explicit attitudes toward asylum seekers in Australia. Seventy-four students responded to a battery of measures and the results revealed that IM (but not SDE) moderated this relationship to the extent that higher IM scores weakened the correspondence between implicit and explicit attitude scores. This suggests that attitudes toward asylum seekers might be susceptible to socially desirable response tendencies and in combination with the finding that IM was negatively related to explicit attitudes, it is argued that self-presentation concerns result in the deliberate attenuation of reported negative explicit attitudes.

The effect of emotional labor and impression management on burnout: Example of Family Physicians.

OBJECTIVE: Although burnout is seen as a personal problem, it has a negative effect on effectiveness of the organization. The positive interaction of the physicians with the patients and their relatives increases the service quality. In this study, it was aimed to determine the effects of the family physicians' use of emotional labor and impression management on burnout. METHODS: A total of 82 questionnaires were distributed to all family physicians who work in the family health centers of the Public Health Directorate in Sivas province. The data were analyzed using descriptive statistics and multiple regression analysis. RESULTS: According to the findings, the level of burnout of family physicians was low and there was a significant relationship between impression management tactics and emotional labor behavior. Impression management and emotional labor behaviors had no significant effect on burnout. CONCLUSION: Use of physicians' emotional labor and impression management tactics, do not have an impact on their burnout levels and it helps improve physician-patient interaction.

Self- and informant perceptions of psychopathic traits in relation to the triarchic model.

OBJECTIVE: The validity of self-report psychopathy measures may be undermined by characteristics thought to be defining features of the construct, including poor self-awareness, pathological lying, and impression management. The current study examined agreement between self- and informant perceptions of psychopathic traits captured by the triarchic model (Patrick, Fowler, & Krueger, 2009) and the extent to which psychopathic traits are associated with socially desirable responding. METHOD: Participants were undergraduate roommate dyads (N = 174; Mage = 18.9 years; 64.4% female; 59.8% Caucasian) who completed self- and informant reports of boldness, meanness, and disinhibition. RESULTS: Self-reports of psychopathic traits reasonably aligned with the perceptions of informants (rs = .36-.60), and both predicted various types of antisocial behaviors, although some associations were only significant for monomethod correlations. Participants viewed by informants as more globally psychopathic did not engage in greater positive impression management. However, this response style significantly correlated with self- and informant-reported boldness, suppressing associations with antisocial behavior. CONCLUSIONS: These findings suggest that participants are willing and able to disclose psychopathic personality traits in research settings under conditions of confidentiality. Nonetheless, accounting for response style is potentially useful when using self-report measures to examine the nature and correlates of psychopathic traits.

Maternal Impression Management in the Assessment of Childhood Depressive Symptomatology.

BACKGROUND: Self-report instruments are commonly used to assess for childhood depressive symptoms. Historically, clinicians have relied heavily on parent-reports due to concerns about childrens' cognitive abilities to understand diagnostic questions. However, parents may also be unreliable reporters due to a lack of understanding of their child's symptomatology, overshadowing by their own problems, and tendencies to promote themselves more favourably in order to achieve desired assessment goals. One such variable that can lead to unreliable reporting is impression management, which is a goal-directed response in which an individual (e.g. mother or father) attempts to represent themselves, or their child, in a socially desirable way to the observer. AIMS: This study examined the relationship between mothers who engage in impression management, as measured by the Parenting Stress Index-Short Form defensive responding subscale, and parent-/child-self-reports of depressive symptomatology in 106 mother-child dyads. METHODS: 106 clinic-referred children (mean child age = 10.06 years, range 7-16 years) were administered the Child Depression Inventory, and mothers (mean mother age = 40.80 years, range 27-57 years) were administered the Child-Behavior Checklist, Parenting Stress Index-Short Form, and Symptom Checklist-90-Revised. RESULTS: As predicted, mothers who engaged in impression management under-reported their child's symptomatology on the anxious/depressed and withdrawn subscales of the Child Behavior Checklist. Moreover, the relationship between maternal-reported child depressive symptoms and child-reported depressive symptoms was moderated by impression management. CONCLUSIONS: These results suggest that children may be more reliable reporters of their own depressive symptomatology when mothers are highly defensive or stressed.

Impression management and achievement motivation: Investigating substantive links.

In this research, we investigate impression management (IM) as a substantive personality variable by linking it to differentiated achievement motivation constructs, namely achievement motives (workmastery, competitiveness, fear of failure) and achievement goals (mastery-approach, mastery-avoidance, performance-approach, performance-avoidance). Study 1 revealed that IM was a positive predictor of workmastery and a negative predictor of competitiveness (with and without self-deceptive enhancement (SDE) controlled). Studies 2a and 2b revealed that IM was a positive predictor of mastery-approach goals and mastery-avoidance goals (without and, in Study 2b, with SDE controlled). These findings highlight the value of conceptualising and utilising IM as a personality variable in its own right and shed light on the nature of the achievement motive and achievement goal constructs.