組織中上行印象整飾策略初探研究

Abstract

印象整飾相關研究從1959年Goffman揭開序幕後，至今已有四十餘年的研究歷程。其研究方式也從早期侷限於實驗室，發展至今已呈現多元研究風貌。隨著整體環境改變，組織中的印象整飾研究更成為近年來組織傳播研究中重要的一環。本研究將焦點置於組織中之上行印象整飾策略之運用，分別就上司導向印象整飾、自我導向印象整飾與人口統計學之相似性進行探討，並透過深度訪談方式進行組織成員訪問，以瞭解組織成員平日如何運用上行印象整飾策略影響主管對其印象之形成，進一步探討是否可藉此增進上下司間關係，進而影響工作績效評估。

研究發現組織內影響上下司關係的因素十分複雜，但就上行印象整飾策略而言，自我導向印象整飾策略（如自我提升及自我強化）對於增進上下司關係進而獲取上司好感較為有效，相似性與上司導向印象整飾策略對上下司關係也有正面引導效果。印象整飾發生在我們每天的生活之中，研究者無不希望藉由印象整飾於組織中的研究，進一步瞭解組織成員平日互動狀況，更期待研究結果可善加運用至組織中，增進上下司關係，進而影響員工績效、組織氣氛甚至增進組織整體效能。

Getting along with other people at work, school, or home is often a daily struggle. In many parts of our lives, there are no longer clear guidelines for how we “should” behave. So it’s even more important to understand who is playing which role, how we should act, and why other people are doing what they are doing. We manage our impressions in many different ways and places.

This study examines how upward impression management strategies influenced the relationship between superiors and subordinates in organizations. Fifteen interviewees were intensively interviewed. Through the study, the researcher attempt to understand out what the Upward IM strategies were adopted and how the strategies worked.