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Debus, Maike Elisabeth

Nom
Debus, Maike Elisabeth
Affiliation principale
Fonction
Professeur.e assistant.e
Email
maike.debus@unine.ch
Identifiants
https://libra.unine.ch/handle/123456789/31815
_
0000-0003-1040-540X

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  • Publication
    Accès libre
    Reaching the Top? Profiles of Impression Management and Career Success
    (2024)
    Debus, Maike Elisabeth 
    ;
    Pia V. Ingold
    ;
    Christian Gross
    ;
    Mark C. Bolino
    Employees use impression management (IM) tactics to influence their image at work. Whereas findings regarding the effects of IM on interview outcomes and performance evaluations are extensive, our understanding of the career implications of IM is both limited and inconclusive. In this two-study paper, we used latent profile analysis to better understand the relationship between the use of five IM tactics in combination—ingratiation, self-promotion, exemplification, intimidation, and supplication—and multiple indicators of objective career success (i.e., salary, promotions, and supervisor-rated reward recommendations) and subjective career success. Four different IM profiles were identified in a sample of 237 employees in Study 1 and which were replicated in Study 2 with 268 employees. In Study 1, we found that the highest levels of salaries and promotions (reflecting objective career success) were associated with a passive use of IM (i.e., employing all five IM strategies at low frequency), thereby running counter to our initial expectations. In contrast, the highest level of subjective career success was associated with a positive use of IM (i.e., a pattern employing the three positive strategies ingratiation, self-promotion and exemplification at higher levels). In Study 2, we found positive use of IM to be associated with the highest level of supervisor-rated reward recommendations as a further indicator of objective career success (followed by passives with the second highest reward recommendations). Our findings highlight the importance of viewing objective and subjective career success as qualitatively different constructs and suggest benefits of employing passive IM use for objective career success.
  • Publication
    Accès libre
    Too much self‐promotion! How self‐promotion climate relates to employees' supervisor‐focused self‐promotion effectiveness and their work group's performance
    (2021)
    Christian Gross
    ;
    Debus, Maike Elisabeth 
    ;
    Pia V. Ingold
    ;
    Martin Kleinmann
    Self-promotion has largely been researched from an individual perspective. It is thus unclear if this behavior is functional or dysfunctional within a broader social context. The present study offers a contribution in this regard by examining self-promotion within work groups. In particular, we hypothesized that work group self-promotion climate—referring to the shared perception of the occurrence of self-promotion in the work group—moderates the relationships between individuals' supervisor-focused self-promotion and supervisor ratings of both job performance and promotability. More precisely, we expected these relationships to be positive only when self-promotion climate is low. With respect to the entire work group, we further hypothesized that self-promotion climate negatively relates to supervisor-rated work group performance via impaired work group cohesion. We tested these propositions with data from 195 work groups. Multivariate path analysis provided support for our hypothesized model. Taken together, our findings illustrate the important role of self-promotion as a climate construct. In particular, self-promotion climate helps us better understand the role of self-promotion for individuals and work groups.