Eketu, C. A. (2016). Managers' ingratiation and workers' affective commitment in tourism-based businesses: A study on downward impression management. Journal of Hotel Management and Tourism Research, 2 (1), 12-26.
The article focuses on the marketers, managers, and employees in a restaurant and hotel industry having awareness of the needs of individuals from distinct people. These are capable of directing their efforts better toward product development, offering astonishing guest services, and hence availing a way of establishing a competitive advantage. The article focuses on cross-cultural distinctions in the perceptions of the customers toward the behavior of employees, intentions for returning, as well as tipping Asians and Americans residing in the U.S. The article revolves around several dimensions of impression management, including intimidation, ingratiation, exemplification, self-promotion, non-verbal behaviors, and supplication. The study argues that behaviors attributed to ingratiation as well as exemplification techniques are considered more rewarding in the case of Americans as opposed to Asians. Behaviors portraying supplication and intimidation techniques are regarded as significantly dissatisfying among Americans.
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Keywords: Impression management, ingratiation, commitment, exemplification
Keeves, G. D., Westphal, J. D., & McDonald, M. L. (2017). ). Those closest wield the sharpest knife: how ingratiation leads to resentment and social undermining of the CEO. Administrative Science Quarterly, 62 (3), 484-523.
The paper evaluates top managers and CEOs of public companies within the U.S. in determining ways in which ingratiation, a crucial way of developing and sustaining the social capital of an individual, might trigger behavior, which alters the social capital of the individual being ingratiated. It reveals that ingratiation, such as opinion conformity and flattery might elicit positive affect from the target. It also suggests that the act would also elicit a certain type of negative effect, would contribute to interpersonal harm doing. Emphasizing on ingratiation among top managers toward CEOs reveals that ingratiating managers have increased chances of developing resentment feelings toward their managers. Furthermore, the ingratiation might lead to resentment among top managers if a top executive is a woman or a racial minority.
Keywords: Ingratiation, social capital, resentment, behavior
Kim, J. K., LePine, J. A., & Chun, J. U. (2018). Stuck between a rock and a hard place: Contrasting upward and downward effects of leaders’ ingratiation. Personnel Psychology, 71 (4), 495-518.
From the perspective of the article, research reveals that leaders engaging in upward ingratiation, a certain type of impression, management, they are capable of establishing positive relations with their bosses, which in turn leads them to boost the chances of the leaders in realizing successes in the workplace. Nevertheless, detailed comprehension of ingratiation by leaders needs to realize that leaders usually have numerous audiences while some unintended repercussions of the behavior might emerge to some of the audiences. Precisely, upward ingratiation might reduce the willingness of the subordinates in contributing toward an organization via effective performance since it ends up diminishing the quality of relationships that usually exist between the subordinates and their leaders. Here, it is worth noting that the upward ingratiation of the leaders usually affects the job performance of the subordinates negatively since it diminishes the exchange that exists between leaders and subordinates. Additionally, the perceptions of the subordinates to their leaders' political skills mitigate the negative indirect relationship that exists between upward ingratiation and the job performance of the subordinates.
Keywords: Upward ingratiation, leaders, subordinates, performance
Sacco, D. F., Brown, M., May, H. D., & Medlin, M. (2018). Making of an in-joke: Humor appreciation as an ingratiation strategy following ostracism. Evolutionary Psychological Science, 4 (2), 202-211.
According to the article, human beings require belonging, while when thwarted, they result in behaviors that lead to re-affiliation. Humor, which serves as a trait unique t humans, it evolved as a way of facilitating support between people in line with solidifying interpersonal connections via elicitation of a positive effect while activating reward centers situated in the brain. The study forecasts that individuals experiencing severe ostracism would rate the attempts of others at humor, including jokes, as funnier, as opposed to those experiencing inclusion, especially low-quality jokes, in an aim to ingratiate themselves to new affiliation opportunities. The study suggests that appreciation of humor might serve as a way of facilitating social association after rejection, although this effect is mostly specific among men.
Keywords: Humor, interpersonal connections, social association, affiliation
Sibunruang, H., Garcia, P. R., & Tolentino, L. R. (2016). Ingratiation as an adapting strategy: Its relationship with career adaptability, career sponsorship, and promotability. Journal of Vocational Behavior, 92 (1), 135-144.
The article reveals that individuals are reliant on their adaptability resources while at the same time implement the adapting resources, in the form ingratiation, to boost their promotability in the workplace. Furthermore, the indirect relationships that prevail between career adaptability as well as promotability via ingratiation are strengthened further through career sponsorship. According to the study, ingratiation, which serves as an adapting response, usually mediates a positive relationship between career adaptability as well as promotability. For the mediated relationship between promotability and career adaptability, it is usually higher for a person with wider sponsoring in career. The paper offers a framework for comprehending adapting responses together with the augmenting role of contextual support specific to a career.
Keywords: Adaptability, promotability, sponsorship, relationship
Articles’ Similarities Differences
From the summarized articles, various similarities and differences emerge. For instance, when it comes to the ingratiation issue, its utilization in the different articles mostly entails fostering conformity by engaging in behavior that pleases peers. The distinct articles also reveal ways in which persons need belonging, which is a unique trait when it comes to human beings. They look for avenues that can allow them to solidify their relationships with other parties while at the same time ensuring that become adaptable to different situations. In this perspective, it becomes evident that ingratiation is a crucial force behind individuals wishing to belong to certain groups, which they feel obligated. By contrast, certain differences also prevail in the articles. For instance, on matters related to ingratiation, some people mostly focus on the need for others to conform just to them as opposed to others. Such scenarios become evident during cases of upward ingratiation whereby the leaders who establish positive relations with their bosses realize declined incidences of ingratiation among their employees, which leads their performance to deteriorate (Koopman, Matta, Scott, & Conlon, 2015). Furthermore, perceptions toward ingratiation differ in terms of cultural adoption with collectivist and individualistic cultures differing where Americans appreciate ingratiation while Asians do not.
Research Question
What is the effect of ingratiation on organizational processes and decision-making processes?
References
Eketu, C. A. (2016). Managers' ingratiation and workers' affective commitment in tourism-based businesses: A study on downward impression management. Journal of Hotel Management and Tourism Research, 2 (1), 12-26.
Keeves, G. D., Westphal, J. D., & McDonald, M. L. (2017). ). Those closest wield the sharpest knife: how ingratiation leads to resentment and social undermining of the CEO. Administrative Science Quarterly, 62 (3), 484-523.
Kim, J. K., LePine, J. A., & Chun, J. U. (2018). Stuck between a rock and a hard place: Contrasting upward and downward effects of leaders’ ingratiation. Personnel Psychology, 71 (4), 495-518.
Koopman, J., Matta, F. K., Scott, B. A., & Conlon, D. E. (2015). Ingratiation and popularity as antecedents of justice: A social exchange and social capital perspective. Organizational Behavior and Human Decision Processes, 131 (1), 132-148.
Sacco, D. F., Brown, M., May, H. D., & Medlin, M. (2018). Making of an in-joke: Humor appreciation as an ingratiation strategy following ostracism. Evolutionary Psychological Science, 4 (2), 202-211.
Sibunruang, H., Garcia, P. R., & Tolentino, L. R. (2016). Ingratiation as an adapting strategy: Its relationship with career adaptability, career sponsorship, and promotability. Journal of Vocational Behavior, 92 (1), 135-144.
