Flattering or embarrassing your boss? An integrated perspective on newcomers' ingratiation, supervisors' responses, and work outcomes
研究区分了过度讨好与自然讨好两种新员工讨好行为，发现过度讨好引发主管尴尬和回避，阻碍社会化；自然讨好引发主管自豪和信息分享，促进社会化，且主管自恋程度调节这一过程。
Summary Ingratiation seems to be extremely useful in the initial stage of interpersonal interaction. Recently, scholars have drawn attention to the role of ingratiation in the special context of newcomer socialization, arguing that ingratiation can help newcomers build a positive image in the work setting. In this research, we first propose that two types of ingratiation— excessive ingratiation and seamless ingratiation —can be distinguished and develop a measurement instrument for them. Second, based on affective events theory, we explore how newcomers' excessive ingratiation and seamless ingratiation lead to different socialization outcomes by stimulating distinct emotional and behavioral responses from their supervisors. The results of two experiments and a multisource weekly survey conducted for 10 consecutive weeks reveal that newcomers' excessive ingratiation triggers supervisors' embarrassment and interaction avoidance, and ultimately hinders newcomer socialization; in contrast, seamless ingratiation evokes supervisors' pride and information sharing and ultimately promotes socialization outcomes. Supervisor narcissism weakens the relationship between excessive ingratiation and embarrassment but strengthens the relationship between seamless ingratiation and pride. Theoretical contributions, practical implications, and directions for future research are discussed.