The Impact of the Frequency of Ingratiation on the Performance Evaluation of Bank Personnel
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Abstract
Abstract The effect of frequency of ingratiation on the performance assessment of 108 bank subordinates by their supervisors was assessed using the recently developed Measure of Ingratiatory Behaviors in Organizational Settings (MIBOS; Kumar & Beyerlein, 1991). The results revealed that workers who engaged in greater self-ingratiation were judged more favorably by their supervisors. Specifically, they were viewed as being more competent and motivated and as possessing greater leadership ability and promotion potential. A significant and positive relationship (r = .34) was also found between ingratiation and the fear of negative evaluation.