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1 – 10 of over 2000
Book part
Publication date: 19 August 2015

Pino G. Audia, Sebastien Brion and Henrich R. Greve

We examine the influence of the self-assessment and self-enhancement motives on the choice of comparison organizations in two experimental studies. Study 1 shows that: (1…

Abstract

We examine the influence of the self-assessment and self-enhancement motives on the choice of comparison organizations in two experimental studies. Study 1 shows that: (1) self-assessment generally prevailed over self-enhancement, guiding decision makers to choose organizations that were more similar and had better performance; (2) self-enhancement was more pronounced under conditions of low performance, leading participants to more frequently choose organizations that were less similar and had lower performance; and (3) self-enhancing comparisons inhibited perceptions of failure and the propensity to make changes. Study 2 extends the results of Study 1 by showing that participants were more likely to choose comparison organizations that had lower performance and were less similar when they were in a self-enhancement mindset than when they were in a self-assessment mindset. The combined effects of self-assessment and self-enhancement on the choice of comparison organizations are discussed in relation to the broader organizational literature on learning from performance feedback.

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Cognition and Strategy
Type: Book
ISBN: 978-1-78441-946-2

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Article
Publication date: 4 November 2014

Joon Yong Seo and Debra L. Scammon

The purpose of this paper is to examine the relationship between self-enhancement and helping behavior/intentions. Some people are more inclined than others to engage in helping…

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Abstract

Purpose

The purpose of this paper is to examine the relationship between self-enhancement and helping behavior/intentions. Some people are more inclined than others to engage in helping behaviors. Determining what individual characteristics are related to helping behavior could have important implications for both marketers and non-profit organizations. Drawing on research on self-enhancement, this paper examines the relationship between the “above-average effect” (the tendency of individuals to rate themselves more favorably than they rate others) specifically on altruistic traits and helping behavior.

Design/methodology/approach

Data were collected through two surveys and analyzed with correlation analysis, path analysis and structural equation models.

Findings

In two studies, we find a positive relationship between interdependence and self-enhancement and a positive relationship between self-enhancement and helping behavior (volunteering in Study 1 and donation behavior in Study 2). We further show that self-enhancement mediates the effect of interdependence on helping. Personal importance of altruistic traits is shown to underlie these relationships.

Practical implications

By understanding the antecedents of helping behaviors, non-profit and charity organizations, social marketers and other advocates of pro-social behaviors can enhance the effectiveness of their appeals. Our findings provide insights for both messaging and targeting.

Originality/value

This study examines the relationship between self-enhancement and helping behavior. In so doing, it contributes to the self-enhancement literature by identifying the relationship between self-construal and self-enhancement. It also extends understanding of the relationship between these two constructs and helping behavior by revealing the mediating role of self-enhancement on helping behavior.

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Journal of Consumer Marketing, vol. 31 no. 6/7
Type: Research Article
ISSN: 0736-3761

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Article
Publication date: 23 June 2020

Klaus J. Templer

This study aimed to test Early and Ang’s (2003) proposition that self-enhancement hinders successful cross-cultural adjustment. The literature on self-enhancement is reviewed, and…

Abstract

Purpose

This study aimed to test Early and Ang’s (2003) proposition that self-enhancement hinders successful cross-cultural adjustment. The literature on self-enhancement is reviewed, and the overclaiming technique as an unobtrusive measure of self-enhancement is introduced for use in global mobility contexts.

Design/methodology/approach

Using the overclaiming technique, an international-cultural overclaiming test was developed. Expatriates in Singapore stated their familiarity with international-cultural knowledge items, with some of them being foil items, and rated their cross-cultural (general, interaction, work) adjustment. Supervisors rated the expatriates on their work adjustment and performance.

Findings

Overclaiming was not related to self-rated cross-cultural adjustment. However, overclaiming was negatively related to supervisor rated work adjustment and performance. Additionally, the results showed that international-cultural knowledge accuracy was positively related to self-rated general adjustment and to supervisor rated work adjustment and performance.

Research limitations/implications

The small sample size with a majority of expatriate teachers from international schools in the sample makes it necessary for the results to be replicated with larger and more varied expatriate samples.

Practical implications

While further validation is needed, this research indicates that the overclaiming technique could be a valuable tool for assessing self-enhancement in candidates for expatriate positions in order to gauge potential cross-cultural (mal)adjustment, as perceived by others.

Originality/value

This study was (likely) the first study that has applied the overclaiming technique in a global mobility context. An international-cultural knowledge overclaiming test is provided to academic researchers for future use.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 8 no. 2
Type: Research Article
ISSN: 2049-8799

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Article
Publication date: 16 June 2020

Scott Dust, Joseph Rode and Peng Wang

Assumptions regarding the effect of leader self-enhancement values on leader-follower relationships are oversimplified. To advance this conversation, we test non-linear and…

Abstract

Purpose

Assumptions regarding the effect of leader self-enhancement values on leader-follower relationships are oversimplified. To advance this conversation, we test non-linear and congruence effects. We hypothesize that leader self-enhancement values (via prestige) have an inverted U-shaped relationship with employee perceptions of leader-member exchange (LMX) and leader interpersonal justice, and that leader-follower incongruence is negatively related to LMX and interpersonal justice.

Design/methodology/approach

To evaluate our hypotheses we use hierarchical regression, polynomial regression, and surface plot analysis. Our sample consists of 193 leader-follower dyads from a variety of organizations.

Findings

LMX and interpersonal justice increase as leader self-enhancement increases, but begin to decrease at higher levels of self-enhancement values. Additionally, leader-follower self-enhancement incongruence is negatively related to interpersonal justice. Finally, LMX is lowest when leaders are higher than followers in self-enhancement values compared to when followers are higher than leaders.

Practical implications

It is critical to evaluate the level of leader self-enhancement values and/or the joint influence of the follower values (self-enhancement) to fully understand the effect of leader values on follower perceptions of the dyadic relationship. Organizations interested in facilitating high-quality leader-follower relationships should focus on the levels of the values and on mechanisms that facilitate leader-follower value alignment.

Originality/value

This work extends prior research assuming a direct, linear effect of leader self-enhancement values on follower outcomes. To fully understand the influence of leader values it is important to consider curvilinear and congruence effects.

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Leadership & Organization Development Journal, vol. 41 no. 5
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 17 May 2013

Else Ouweneel, Pascale M. Le Blanc and Wilmar B. Schaufeli

The purpose of this paper is to investigate the effects of an individual oriented positive psychology intervention on positive emotions, self‐efficacy, and work engagement.

8651

Abstract

Purpose

The purpose of this paper is to investigate the effects of an individual oriented positive psychology intervention on positive emotions, self‐efficacy, and work engagement.

Design/methodology/approach

The online self‐enhancement intervention program consists of three types of online assignments: happiness assignments, goal setting assignments, and resource building assignments. The authors expected the self‐enhancement intervention group to show a significantly stronger increase in the outcome variables compared to a self‐monitoring control group.

Findings

The results revealed that the self‐enhancement group showed a stronger increase in positive emotions and self‐efficacy compared to the control group, but not on engagement. Additional analyses showed that the positive effects of the self‐enhancement intervention are present for employees who are initially low in engagement, but not for those medium or high in engagement.

Research limitations/implications

The study was conducted via a semi‐public web site. The participants were all working in different organizations throughout the country and did not have the advantage of having the support of their supervisors and colleagues who were participating in a similar intervention.

Practical implications

Positive psychology interventions should target employees who are low in engagement, because they have the most unused potential and therefore have more to gain.

Originality/value

Traditionally speaking, individual interventions are carried out when something is wrong or malfunctioning, and with the sole objective of fixing it. The intervention presented in this paper includes the entire workforce, because it is based on the belief that improving employee well‐being is relevant for all.

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Career Development International, vol. 18 no. 2
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 9 September 2022

Shih Yung Chou and Charles Ramser

Utilizing a self-regulatory perspective, the authors examine how narcissism influences perceived negative inequity and the downstream effects on self-enhancement motivation and…

Abstract

Purpose

Utilizing a self-regulatory perspective, the authors examine how narcissism influences perceived negative inequity and the downstream effects on self-enhancement motivation and organizational citizenship behaviors (OCBs) over time.

Design/methodology/approach

A total of 689 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. A latent growth curve modeling approach using EQS 6.4 for Windows was employed to test the hypothesized model.

Findings

Results illustrate that individuals with higher levels of narcissism perceive higher levels of perceived negative inequity and then form higher levels of self-enhancement motivation, which prompt more OCB directed toward the organization (OCBO) than OCB directed toward individuals (OCBI). When perceived negative inequity increases over time, narcissists experience a faster increase in self-enhancement motivation, which also leads to a faster increase in OCBO compared to the increase in OCBI.

Originality/value

Theoretically, this study provides theoretical and empirical insights into understanding the process through which narcissists' OCBs are motivated. Practically, this study offers several practical recommendations that help managers manage OCBs effectively in the organization.

Details

Personnel Review, vol. 52 no. 9
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 28 February 2023

Angeliki Nikolinakou and Joe Phua

Social media has the potential to enable exchange of diverse opinions, foster dialogue on important social issues and exert positive influence on stakeholders and society…

Abstract

Purpose

Social media has the potential to enable exchange of diverse opinions, foster dialogue on important social issues and exert positive influence on stakeholders and society. However, evidence is contradictory as to whether this is the case; it is possible that millennials' behaviors on social media are mainly driven by conservation (conformity and safety) or self-enhancement (power and achievement). In this research, the authors examine the extent to which different human values (self-transcendence, conservation, self-enhancement and openness to change) influence millennials' activities and behaviors on social media.

Design/methodology/approach

The authors conduct three separate surveys on Facebook, Twitter and Instagram with 491 millennials (18–34 years of age) in the USA, examining the influence of four higher-order values of the Schwartz human values model (open self-transcendence, conservation, self-enhancement and openness to change) on specific social media activities (consumption, self-focused and sharing nonpersonal content activities).

Findings

First, the authors find that for millennial users, human values significantly influence social media activities. Second, conservation values, followed by self-enhancement values, overshadow the expression of open self-transcendence values on social media. Thus, social media platforms may function more as agents of conservation and self-enhancement than agents of personal growth.

Originality/value

This is among the first studies to examine the influence of human values on social media and to find that human values such as conservation and self-enhancement have a strong influence on users' social media activities, while open self-transcendence values, which lead to expansion and growth, do not find genuine expression on social media.

Book part
Publication date: 1 August 2008

Margaret E. Ormiston and Elaine M. Wong

In this chapter, we argue that beyond the self-enhancement motive (i.e., the desire for a positive identity), other identity motives play a significant, yet underspecified role in…

Abstract

In this chapter, we argue that beyond the self-enhancement motive (i.e., the desire for a positive identity), other identity motives play a significant, yet underspecified role in homogeneous and diverse groups. In particular, we explore how the desire for self-verification, belonging, and distinctiveness offer alternative and, at times, even contradictory explanations for findings typically attributed to self-enhancement. We also consider the ways in which these motives are influenced in homogenous and diverse groups and the effects they have on group processes and performance. Through our examination, we aim to stimulate research on the role of multiple identity motives in homogenous and diverse groups.

Details

Diversity and Groups
Type: Book
ISBN: 978-1-84855-053-7

Article
Publication date: 1 December 2023

Hao Zhang, Dewen Meng and Xiaolin Lv

The purpose of this research is to explore the effect of goal type of user-generated content (UGC) on consumers' intention of within-domain and across-domain compensatory…

Abstract

Purpose

The purpose of this research is to explore the effect of goal type of user-generated content (UGC) on consumers' intention of within-domain and across-domain compensatory consumption in closed social media platforms, the mediating effect of self-threat, self-enhancement and self-protection motivation and the moderating effect of self-efficacy.

Design/methodology/approach

Four between-subject experiments were conducted to verify the hypotheses presented in this research. Study 1a had a sample size of 60 respondents and examined the effect of goal type of UGC on compensatory consumption. Study1b replicated the effect by using a sample size of 60 respondents. Study 2 had a sample size of 70 respondents and verified the mediating role of self-threat, self-enhancement motivation and self-protection motivation. Study 3 examined self-efficacy as a critical moderator by using a sample of 255 participants.

Findings

Study 1a and Study 1b demonstrate that UGC with an attainment goal (vs maintenance goal) is more easily produced within-domain and across-domain compensatory consumption. Study 2 verifies that the effect of goal type of UGC on within-domain compensatory consumption is serially mediated by self-threat and self-enhancement motivation, and the effect of goal type of UGC on across-domain compensatory consumption is serially mediated by self-threat and self-protection motivation. Study 3 demonstrates that self-efficacy not only moderates the effects of self-threat on within-domain or across-domain compensatory consumption respectively, but also moderates the whole mediating path structure.

Originality/value

This research extends the understanding of UGC and addresses the inconclusive evidence of the impact of goal type of UGC on consumer compensatory behavior in the context of closed social media platforms. The authors identify the moderating role of self-efficacy, which explains why consumers adopt different compensatory strategies.

Details

Asia Pacific Journal of Marketing and Logistics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1355-5855

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Book part
Publication date: 19 October 2012

Nicole H.W. Civettini

Purpose – The aim of this research was to test whether the motivations of self-enhancement and self-verification act independently and simultaneously, specifically in the context…

Abstract

Purpose – The aim of this research was to test whether the motivations of self-enhancement and self-verification act independently and simultaneously, specifically in the context of the impostor phenomenon.

Design/methodology/approach – Using both self-report measures and salivary cortisol levels, I conducted a 2×2 experiment (N=106) in which status (high or low) was crossed with competition outcome (win or lose). The “low-status winner” condition served as a simulation of the impostor phenomenon.

Findings – Winners reported greater positive affect and less negative affect, indicating self-enhancement, but salivary cortisol levels were higher in participants whose status was disconsonant with the competition outcome (high-status losers and low-status winners), reflecting self-verification.

Research limitations/implications – A potential limitation was the omission of nicotine use as a control variable.

Practical implications – Results illuminate the dual public and private nature of the impostor phenomenon, in which normative expressions of happiness overlie deeper feelings of anxiety. A better understanding would benefit educators, employers, counselors, and therapists who work with high-achieving women and minorities as well as the women and minorities they serve.

Social implications – Findings suggest that efforts should be made to bolster the confidence of promising young women and minorities, with the understanding that, despite high levels of achievement, self-confidence and a sense of deservedness may be lacking.

Originality/value – Methodological advancements included the first laboratory simulation of the impostor phenomenon and the use of both self-report and physiological measures of responses to status situations. This was the first study capable of observing the motivations to self-enhance and self-verify simultaneously and independently of one another.

Details

Biosociology and Neurosociology
Type: Book
ISBN: 978-1-78190-257-8

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1 – 10 of over 2000