印象管理理論（Theory of Impression Management）在社會領域中學術應用

本期為大家介紹在社會等領域廣泛應用的理論模型——印象管理理論（Theory of Impression Management）。

什麼是印象管理理論？

印象管理理論（Theory of Impression Management，簡稱TIM）是由美國社會學家、心理學家Erving Goffman提出，該理論解釋了人們試圖管理和控制他人對自己所形成的印象的過程。該理論認為印象管理存在於人們的社會互動過程中，並通過控制他人所獲得的資訊，試圖影響他人對自己的看法和行為。變數包含：印象、共鳴、不協調、感知真實。

模型圖：

模型出處：

Goffman, Erving. (1959). The Presentation of Self in. Butler, Bodies that Matter.

模型變數:

1.    自變數：印象 。

2.    干擾變數：共鳴、不協調。

3.    依變數：感知真實。

印象管理理論認為一個人做出某種行為受到以下要素影響：

◆印象(Impression)

定義：接觸過的客觀事物在人的頭腦裡留下的觀感

EX: 我對那個人有好感

◆共鳴的(Resonant)

定義：不同心靈之間的共同反應

EX: 我對那個人的看法和你相同

◆不協調的(Discordant)

定義：不同心靈之間的不一致反應

EX: 我對那個人的看法和你不一樣

◆感知真實(Perceived reality)

定義：腦中對現實的認知

EX: 我認為他是紳士

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The coworker’s impression management, LMX and interpersonal deviance: The Moderating Effect of a Fellow Employee's LMX

Wulani, F. & Lindawati, T. (2018)

Journal of Organizational Culture, Communications and Conflict, 22(1), 1-14.

Keywords:  Impression management, LMX, Interpersonal deviance.

Abstract: This study investigated the interrelationship that holds between co-workers’ impression management, LMX and their interpersonal deviance as observed by fellow employees and the moderating effect fellow employee’s LMX have on the relationship between co-workers’ LMX and their interpersonal deviance towards fellow employees. Data were collected using a survey research design. Respondents included 202 employees who work in the service industry in Surabaya, Indonesia. Hypotheses were tested using SEM and multi-group analysis. This study found that coworkers’ impression management had a positive impact on their LMX and the relationship between coworkers’ LMX and their interpersonal deviance depended on their fellow employees’ LMX. This study focused on the relation among employees and provided a model that relate coworkers' behaviors-impression management and interpersonal deviance, as antecedents and consequences of their LMX, with how the similarity or difference of fellow employees’ LMX contributes to the coworkers' involvement in deviant behavior, as seen by fellow employees and in the context of a country with high power distance which is usually more receptive to impression management behavior.

Temporary Employment and Perceived Employability: Mediation by Impression Management

Nele, D. C., & Hans, D. W. (2010)

Journal of Career Development, 37(3), 635-652.

Keywords: Contingent employment, Impression management, Perceived employability, Temporary employment

Abstract: Perceived employability (PE) has been advanced as the upcoming resource for career development, particularly for temporary workers. The question is how temporary workers become employable. Our hypothesis is that temporary workers more than permanent workers use impression management to become employable, both on the internal and the external labor market. This hypothesis was tested with a sample of 371 Belgian temporary and permanent workers from the educational sector and using structural equation modeling (SEM). The results suggest that (a) temporary workers were more likely than permanent workers to use impression management; (b) impression management related positively to the worker's perception of being employable, both on the internal and the external labor market, which; (c) in turn, related to the perception of availability of better job opportunities. That is to say, impression management is an important mechanism available to temporary workers to first secure their labor market position and then for career advancement. (Contains 2 figures, 1 table, and 2 notes.).