Abstract
Purpose: This study examines how team-level mediating mechanisms (i.e., team psychological safety and team helping behaviour) facilitate the relationship between employees' ingratiation and performance ratings.
Design/Methods: The data were collected from 180 customer service teams working in Pakistan's hospitality industry through multiple sources using a paper and pencil questionnaire.
Findings: The multi-level structural equation modeling results showed that team psychological safety and helping behavior fully mediated the relationship between ingratiation and performance ratings.
Originality: This study showed that ingratiation might be a helpful impression management tool within a team context. Such an influence technique nurtures a psychologically safe climate and encourages peers to help each other perform mutual tasks within the hospitality context.
Implications: The study offers implications for theory and practice.
Keywords: Ingratiation, Psychological Safety, Helping, Performance Ratings, Hospitality Industry.
Design/Methods: The data were collected from 180 customer service teams working in Pakistan's hospitality industry through multiple sources using a paper and pencil questionnaire.
Findings: The multi-level structural equation modeling results showed that team psychological safety and helping behavior fully mediated the relationship between ingratiation and performance ratings.
Originality: This study showed that ingratiation might be a helpful impression management tool within a team context. Such an influence technique nurtures a psychologically safe climate and encourages peers to help each other perform mutual tasks within the hospitality context.
Implications: The study offers implications for theory and practice.
Keywords: Ingratiation, Psychological Safety, Helping, Performance Ratings, Hospitality Industry.
| Original language | English |
|---|---|
| Pages (from-to) | 955-971 |
| Number of pages | 17 |
| Journal | Personnel Review |
| Issue number | 4 |
| Early online date | 25 Apr 2022 |
| DOIs | |
| Publication status | Published - 15 May 2023 |