The Reflected Self: Creating Yourself as (You Think) Others See You

By D. Tice, H. Wallace. 2003

177 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/d6766929ba7b818453e2bb607007bfb6ca296922

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Citations in the corpus

Career success in a boundaryless career world. (2005, background): “It is individuals’ perceptions of how they (and their career progress) are viewed that ‘have the strongest impact on individuals’ self-concepts’ which in turn influence future career behavior (Tice & Wallace, 2003).”
“Can you see the real me?” A self-based model of authentic leader and follower development (2005, unknown): “However, because ample evidence from social psychology makes it abundantly clear that humans are inherently flawed and biased as information processors, particularly when it comes to processing self-relevant information (Tice & Wallace, 2003), we prefer to use the term balanced processing instead.”
Changing Faces: Professional Image Construction In Diverse Organizational Settings (2005, background): “This definition refers to one's externally oriented public persona, with a focus on reflected appraisals (how others perceive someone), rather than one's self-image (how one perceives oneself) (Ibarra, 1999; Mead, 1934; Tice & Wallace, 2003).”
Distinct Regions of the Medial Prefrontal Cortex Are Associated with Self-referential Processing and Perspective Taking (2007, background): “Conversely, selfknowledge may in part be derived from our perception of what others think of us (Tice & Wallace, 2003), so that the self-judgment tasks used in previous studies may have implicitly contained a perspective-taking component.”
Self-uncertainty and responsiveness to procedural justice (2005, background): “More generally, this line of reasoning is consistent with the symbolic interactionism perspective that interpersonal appraisals reflect on, and can change, one s self-image (Tice & Wallace, 2003).”
Congruence of leader self-perceptions and follower perceptions of authentic leadership: Understanding what authentic leadership is and how it enhances employees’ job satisfaction (2014, background): “Even though all humans are inherently biased and frequently process information inaccurately, particularly regarding self-relevant information (Tice and Wallace, 2003), high levels of balanced processing that are characteristic for authentic leadership help overcome these individual biases.”
. (2005, methodology): “Specifically, we use the term bbalanced processingQ, as opposed to unbiased processing in recognition of extensive research from cognitive psychology which indicates humans are inherently flawed and biased information processors (Fiske & Taylor, 1991; Tice & Wallace, 2003).”
From Synchronizing to Harmonizing: The Process of Authenticating Multiple Work Identities (2018, background): “Moreover, decades of identity scholarship have suggested that people’s understanding of their true selves is likely shaped through their interactions with others (Cooley, 1902; Mead, 1934; Tice and Wallace, 2003), yet currently there are discrepant theories about the role of others in one’s experien”
Composing The Reflected Best-Self Portrait: Building Pathways For Becoming Extraordinary In Work Organizations (2005, background): “…an individual as possessing the characteristics of his or her ideal self, the individual then changes his or her selfviews to be more consistent with the others’ appraisals (Drigotas, Rusbult, Wieselquist, & Whitton, 1999; Malloy, Albright, Kenny, Agatstein, & Winquist, 1997; Tice & Wallace, 2003).”
A Multicomponent Conceptualization of Authenticity: Theory and Research (2006, background): “…asserted that the concept of oneself is one that people derive through their social interactions with others—a position championed by symbolic interactionists (Cooley, 1902; Meade, 1934) and advocated by current psychological theorists who emphasize the reflected self (e.g., Tice & Wallace, 2003).”