Indonesian Journal of Law and Economics Review
Vol 19 No 4 (2024): November
Human Resource Management

Impression Management and Employee Commitment in Akwa-Ibom Tertiary Institutions
Manajemen Kesan dan Komitmen Karyawan di Institusi Tersier Akwa-Ibom


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  • Omorogieva Anthony Agbonmwanre*
Omorogieva Anthony Agbonmwanre
Department of Business Administration and Management, School of Management Studies, Federal Polytechnic Ukana, Ikot Ekpene Akwa Ibom State, Nigeria *

(*) Corresponding Author
DOI: https://doi.org/10.21070/ijler.v19i4.1194
Published October 22, 2024
Keywords
  • Impression Management,
  • Employment Commitment,
  • Exemplification,
  • Ingratiation,
  • Self-Promotion
How to Cite
Agbonmwanre, O. A. (2024). Impression Management and Employee Commitment in Akwa-Ibom Tertiary Institutions. Indonesian Journal of Law and Economics Review, 19(4), 10.21070/ijler.v19i4.1194. https://doi.org/10.21070/ijler.v19i4.1194

Copyright (c) 2024 Omorogieva Anthony Agbonmwanre

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

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Abstract

General background: Employee commitment is crucial for organizational success, and impression management techniques may significantly influence this commitment. Specific background: Previous studies have examined the effects of impression management in organizational contexts, yet the specific dynamics in Nigerian tertiary institutions remain underexplored. Knowledge gap: The influence of exemplification, ingratiation, and self-promotion on different dimensions of employee commitment (affective, continuance, and normative) in Nigerian institutions has not been fully examined. Aims: This study aims to determine how these dimensions of impression management influence employee commitment and the moderating role of organizational culture. Results: Findings reveal a positive and significant relationship between impression management and employee commitment. Specifically, exemplification enhances affective commitment, ingratiation promotes continuance commitment, and self-promotion influences normative commitment. Organizational culture was found to strongly moderate these relationships. Novelty: This study provides new insights into the contextual effects of impression management on employee commitment in Nigerian tertiary institutions. Implications: The findings suggest that management should employ strategic impression management techniques to enhance employee commitment, fostering improved organizational performance and reduced turnover.

Highlights:

  • Impression management positively influences employee commitment in tertiary institutions.
  • Exemplification enhances affective commitment, ingratiation promotes continuance commitment.
  • Organizational culture strongly moderates the relationship between impression management and employee commitment.

Keywords: Impression Management, Employment Commitment, Exemplification, Ingratiation, Self-Promotion

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