印象管理的概念於1959年Goffman提出之後廣泛的受到各領域學者的討論,至今,在組織研究領域中更著重在其對於工作績效與績效考核的影響(Wayne & Liden, 1995;Chen & Fang, 2008;Webb, Jeffrey & Schulz, 2010;洪嘉妤,2008)。然而,卻鮮少研究去探討印象管理是透過何種因素間接地影響到員工的工作績效,因此本研究試圖以社會交換理論為基礎,探討印象管理是否會透過與主管及同事間的關係品質間接地影響到個人的工作績效。另外,本研究更以性別角色的概念作為調節角色,提出不同的人格特質是否會影響到印象管理手段的使用。本研究以問卷發放的方式進行研究資料的收集,分別針對台灣北、中、南地區的金融業、公共事業、餐飲業、服務業、教育業、製造業與醫療業為研究對象,為避免共同方法變異的產生,本研究以配對問卷進行調查(每一組包含1位主管與4位以上的員工填答),發放57組,實際回收51組,共51份主管填答、257份部屬填答,有效回收率為89%。使用SPSS18.0分析並驗證研究假設,結果如下:主效果方面:逢迎與自吹自擂手段皆會正向的影響LMX與TMX;中介效果方面:(1)逢迎手段會透過LMX正向的影響工作績效,(2)自吹自擂手段會透過LMX正向的影像工作績效;調節效果方面:(1)陰柔性格會正向的調節逢迎與LMX、TMX間的關係,(2)陽剛性格會正向的調節自吹自擂與LMX、TMX間的關係。最後,依據本研究結果,提出學術貢獻與管理實務意涵之並提出研究限制與建議
Since theoretical background of impression management (IM) has been proposed by Goffman (1959), it was one of the most studied fields among organizational researchers. To date, most of studies focus on the effect of IM on job performance and performance appraisal in organizational field (Wayne & Liden, 1995). However, there are few literatures concerning about the mechanism by which IM impacts the job performance. This paper use social exchange theory to explain the quality of LMX and TMX mediate the relationship between IM and job performance. Furthermore, we also investigate the moderating role of gender role in the relationships between IM and LMX/TMX. The employees were collected from industries of finance, public affairs, and other private companies, which are located at 5 regions of Taiwan. To avoid common method variance, data is collected through dyadic source (supervisor and subordinate). Based on the results, we found that ingratiation and self promotion positively related to LMX and TMX, LMX positively mediate the relationship between ingratiation and job performance, LMX positively mediate the relationship between self promotion and job performance, feminine positively moderate the relationship between ingratiation and LMX/TMX, and masculine positively moderate the relationship between self promotion and LMX/TMX. Based on the above, some suggestions are proposed to the fields of academy and managerial practices.