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<p>Supervisor ostracism, a commonly observed form of workplace ostracism, has a detrimental impact on employees’ psychological state, attitudes, and behavior. Existing studies have primarily concentrated on the detrimental impact of supervisor ostracism on employees, with limited attention given to how supervisor ostracism may elicit employees’ proactive coping behaviors. Drawing upon the affective events theory, our research investigates the mediating effects of fear of negative evaluation on the relationship between supervisor ostracism and self-promotion and ingratiation, as well as the moderating role of power distance on above process. To test our hypotheses, we conducted a three-wave, time-lagged survey design. Data were collected from 303 full-time employees across various industries in Southern China via online questionnaires. The results revealed that supervisor ostracism was positively related to fear of negative evaluation, which in turn was positively related to impression management, specifically using ingratiation and self-promotion strategies. Additionally, power distance intensified the effects of supervisor ostracism on fear of negative evaluation.</p>

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Self-promote or ingratiate? How and when supervisor ostracism affects subordinates’ impression management

  • 期刊论文

  • 发表日期：

    2025年9月5日

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  • Xiaochen Wang,
  • Yating Ji,
  • Qing Li,
  • Tianyu Zhu

摘要

Supervisor ostracism, a commonly observed form of workplace ostracism, has a detrimental impact on employees’ psychological state, attitudes, and behavior. Existing studies have primarily concentrated on the detrimental impact of supervisor ostracism on employees, with limited attention given to how supervisor ostracism may elicit employees’ proactive coping behaviors. Drawing upon the affective events theory, our research investigates the mediating effects of fear of negative evaluation on the relationship between supervisor ostracism and self-promotion and ingratiation, as well as the moderating role of power distance on above process. To test our hypotheses, we conducted a three-wave, time-lagged survey design. Data were collected from 303 full-time employees across various industries in Southern China via online questionnaires. The results revealed that supervisor ostracism was positively related to fear of negative evaluation, which in turn was positively related to impression management, specifically using ingratiation and self-promotion strategies. Additionally, power distance intensified the effects of supervisor ostracism on fear of negative evaluation.