Motivation and Opportunity: The Role of Remote Work, Demographic Dissimilarity, and Social Network Centrality in Impression Management

By Z. Barsness, Kristina A. Diekmann, M. Seidel. 2005

190 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6d2a6f2b4ac704f6f23eed374df01ec4a5e1c110

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. M. Bolino
2. W. H. Turnley
3. J. Pollack
4. K. Kacmar
5. Laurie A. Rudman
6. J. Phelan
7. A. Ahmad

In Organizational Behavior and Human Resource Management

1. M. Bolino
2. W. H. Turnley
3. J. Gilstrap
4. J. Pollack
5. K. Kacmar
6. Brian G. Nagy
7. Matthew W. Rutherford
8. Adam M. Grant

In Sociology and Political Science

1. M. Bolino
2. W. H. Turnley
3. Franz T. Lohrke
4. J. Gilstrap
5. Brian G. Nagy
6. Matthew W. Rutherford
7. J. Pollack
8. K. Kacmar

Citations in the corpus

• A Multi-Level Review of Impression Management Motives and Behaviors (2008, methodology): “Finally, Barsness et al. (2005) found that individuals who work remotely from their supervisors tended to engage in higher levels of IM, whereas employees who were more central in the social network engaged in lower levels of IM.”
• The Influence of Entrepreneurs’ Credentials and Impression Management Behaviors on Perceptions of New Venture Legitimacy (2012, result): “These findings bolster prior work reporting a positive relationship between IM behaviors and positive organizational outcomes (Barsness et al., 2005; Grandey, Fisk, Mattila, Jansen, & Sideman, 2005; Siegel & Brockner, 2005).”