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dc.contributor.authorBadawy, Rebecca Lee
dc.date.accessioned2016-04-05T19:35:44Z
dc.date.available2016-04-05T19:35:44Z
dc.date.issued2014
dc.identifier.isbn9781321261653
dc.identifier.other1625970687
dc.identifier.urihttp://hdl.handle.net/10477/51258
dc.description.abstractIncreased interest in psychological entitlement and the imposter phenomenon has developed in recent years. Psychological entitlement is a "relatively stable belief that one should receive desirable treatment with little consideration of actual deservingness" (Harvey & Martinko, 2009). The imposter phenomenon describes situations where individuals feel that they are "fakes" and "phonies" (Clance & Imes, 1978, p. 1), somehow having fooled others into believing they are successful, competent individuals. Grounded in identity theory it was found that psychologically entitled individuals believe their leaders view their PJ fit, such that they believe they believe their leaders view their PJ fit more negatively than they view it themselves. Conversely, individuals experiencing the imposter phenomenon are more likely to believe their leaders view their PJ fit more positively than they view it themselves. Using polynomial regression and response surface methodology, it was found that these perceived discrepancies led employees to utilize different types of impression management tactics targeted at their leaders to help assuage these discrepancies. Lastly, it was found that, in terms of career and psychosocial mentoring, leaders react most positively to ingratiatory impression management behaviors. Strengths, limitations, implications for theory and practice, as well as future research directions are discussed.
dc.languageEnglish
dc.sourceDissertations & Theses @ SUNY Buffalo,ProQuest Dissertations & Theses Global
dc.subjectSocial sciences
dc.subjectImpression management
dc.subjectIndentity
dc.subjectMentoring
dc.subjectPerson-job fit
dc.titleIdentity and person-job fit: Do you see me like I see me?
dc.typeDissertation/Thesis


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