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Work and family are important life domains. This study investigates the relationship between employees' perceptions of workplace ostracism and their provision of family social support. Integrating social impact theory and self-verification theory, the study provides a novel theoretical framework for examining the influence of workplace ostracism on employees' provision of family social support. Using a moderated mediation model, it reveals the mediating role of personal reputation and the moderating roles of job social support and perceived organizational support. The results of two three-wave surveys of married employees and their spouses in China demonstrate that the negative relationship between exposure to workplace ostracism and an employee's provision of family social support is mediated by the employee's personal reputation. In addition, job social support and perceived organizational support weaken the relationship between personal reputation and family social support and the mediating effect of personal reputation on the relationship between workplace ostracism and family social support. The theoretical and managerial implications of this study for human resource management are discussed. [ABSTRACT FROM AUTHOR]

The relationship between narcissism and creativity has inspired interesting debates for decades. Drawing on a new perspective, the current study tried to explain how narcissism influences others' creativity evaluation in the organizational context. Based on the theory of impression management, we suggested that narcissism and creativity may have a more complex relationship rather than a simple linear link. To test this relationship, we conducted a survey of 596 subordinates and 60 leaders in three hightechnology companies. The result showed that there was an inverted U-shaped relationship between narcissism and creativity evaluation. Moreover, personal reputation mediated this curvilinear relationship and this relationship was significant only when narcissists were low in political skill. Theoretical and practical implications, limitations and future directions have also been discussed. [ABSTRACT FROM AUTHOR]

This study adopts an intrapersonal perspective to explore how and when employees shift roles from help giver to help seeker by investigating the relationship between their help-giving and following help-seeking behavior. Based on self-regulation theory, we hypothesize two contradictory psychological processes (i.e., consistency vs. licensing) via which employees determine whether to seek help after giving help. Importantly, we differentiate autonomous help-seeking from dependent help-seeking and propose stronger effects of help-giving on dependent help-seeking. Further, we identify leader respect as a moderator to solve the opposite effects of employees' help-giving on their subsequent help-seeking indicated by the two contradictory mechanisms. Results of two field studies consistently showed that the negative (positive) relationship between help-giving and dependent help-seeking was serially mediated by personal reputation and reputation maintenance concerns (perceived increase of moral credits and help-seeking justification). Results regarding autonomous help-seeking were inconsistent and help-giving only positively affected autonomous help-seeking via perceived increase of moral credits and help-seeking justification in Study 2. Leader respect weakened the positive (in Study 1) but strengthened the negative relationship (in Study 1 and 2). We discuss theoretical implications for helping literature, self-regulation theory, and moral behavior research. [ABSTRACT FROM AUTHOR]

This systematic literature review encompassed the results of previous research on personal reputation and found opportunities in state of the literature to guide future research in communication, management, and other disciplines in the social sciences. A content analysis was conducted of 91 manuscripts from 1984 to November 2022, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The findings suggest that the amount of literature on personal reputation has increased since 2006; however, it is still in a developing stage. Due to its scarcity, it is advisable to conduct more qualitative and probability studies. For this review, several of the most cited articles are probably pioneering manuscripts that contributed to building the personal reputation construct. This review establishes a total of six categories for guiding future research opportunities on personal reputation. To facilitate the classification of the different future research opportunities, some types of areas suggested by Gomez-Trujillo et al. were considered. The discussion of future research opportunities includes categories like Causes and Effects, Inventories and Scales, Online and Digital Context, Organizational and Group Environments, Leaders and Top Management Executives, and Theory-building. On the other hand, this study could be considered the first step towards future research on how personal reputation influences audiences' opinions and perceptions in different research fields. It also opens the possibility of conducting more specific systematic literature reviews on this topic. Finally, this manuscript offers an overview of the present and the future of construct of personal reputation in the social sciences.

The concept of reputation has a subjective structure embedded in our decision-making mechanism along with the value we attribute to individuals and companies through perception. Therefore, the concept of reputation has been the subject of study by various disciplines as being embodied the traces of attitudes, behaviors, beliefs, and culture, which are the precursors of value attribution. Leaders or managers have affected the structures of their relationship networks positively or negatively as they might have or not associated their personal reputation with their institutions. Personal reputation affecting the organization's reputation is subject to research with all its variables. Companies using corporate reputations in their activities, strategically tend to reveal the premises and results of corporate reputation. It is expected that the companies researching specific results caused by the corporate reputation and managing the relevant variables will provide the competitive advantage as a result of corporate reputation. In the study, the necessity of evaluating the related concepts and theoretical framework is discussed, based on the assumption that the reputation of the top managers/CEOs is a precursor to corporate reputation. However, it is emphasized that the reputation of the top manager/CEO may differ at the personal and organizational levels in corporate reputation literature, authors specifically highlight that the CEO reputation should be examined within the context of the institutional framework. [ABSTRACT FROM AUTHOR]

Copyright of Austral Comunicacion is the property of Austral Comunicacion and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The indirect reciprocity theory suggested that the cues of reputational consequences determine the scope of indirect reciprocity and influence whether individuals decide to interact with others regardless of group identity. However, in more complex intergroup environments, there is no clear answer as to how indirect reciprocity guides intergroup cooperation. Based on this, the study used Intergroup Parochial and Universal-Cooperation (IPUC) to construct in-group interaction scenarios and explore the influence of reputation on different cooperative behaviors from both individual and group perspectives. The study found: (1) at the individual level, the influence of personal reputation on different cooperative behaviors is limited by group identity, and ingroup favoritism always exists, supporting the viewpoint of Bounded Generalized Reciprocity; (2) at the group level, group reputation promotes universal cooperation and suppresses parochial cooperation, regardless of group type, consistent with the Unbounded Indirect Reciprocity. The study supported and extended indirect reciprocity theory, providing a reference for understanding group relations. [ABSTRACT FROM AUTHOR]

This study examines the relationship between high school teachers' political skill and career satisfaction, and the mediating role of personal reputation in this relationship. This study used prediction design. The Political Skill Scale, Career Satisfaction Scale and Personal Reputation Scale were administered to the participants. The findings indicated that all dimensions of political skill were significant predictors of personal reputation. Furthermore, social astuteness, interpersonal influence and networking were significant predictors of career satisfaction, whereas apparent sincerity was not. Personal reputation was found to mediate the relationship between social astuteness, interpersonal influence, networking and career satisfaction. Based on these findings, providing trainings about the positive and negative effects of political skill to administrators and teachers, especially to novice teachers, is recommended. [ABSTRACT FROM AUTHOR]

A reputable institution needs individuals who are able to maintain their personal reputation. This applies to all lecturers, education staff, and students. By maintaining a good personal reputation, the institution’s reputation will also be safeguarded. The objective of the study is to explore the concept of maintaining a good personal reputation from the perspective lecturers, education staff, and students of the Faculty of Language and Art, Universitas Negeri Semarang. Sources of data in this study came from lecturers and education staff in the faculty. The data was collected using a questionnaire which was then analyzed using a qualitative approach of Miles, Huberman, and Sadana. The results show that more than 89% of respondents at the Faculty of Languages and Arts agree and strongly agree to maintain their personal reputation. Most of them use WhatsApp that is equipped with group and status features that give everyone the opportunity to share what they feel and build their reputation. The use of language is also very important in efforts to maintain a personal reputation. Personal reputation is not something suddenly. This reputation is built through time. The statements of the respondent can be categorized via 6 elements consisting of (1) human capital, (2) time, (3) social control, (4) career success, (5) power, and (6) autonomy. [ABSTRACT FROM AUTHOR]

Purpose: Although social capital and positive reputation in organizations are essential for career success, there is a limited perspective in the literature on the political characteristics (motivation and ability) that enable one to acquire and develop the two elements. This study seeks to investigate the sequential role of political skill and network resources as serial mediators of the political will-personal reputation relationship. Methodology: In total, what provided data for the study were 457 sales executives from 13 different sectors in the cities of İstanbul, Kocaeli, and Bursa, which is an economically leading region of western Turkey. Executives rated their political will, political skill network resources, and personal reputation. Based on the complementary theories of political influence, social network, and signaling, we analyzed the relationships between constructs with structural equation modeling. Findings: Political skill mediated the relationship between political will and network resources, network resources mediated the relationship between political skill and personal reputation, while political skill and network resources sequentially mediated the relationship between political will and personal reputation. Implications: The data were collected from a single source. Practical Implications: Political will, political skill training, and social networks may help individuals manage their personal reputation at work, thus benefiting their careers. Originality/Value: This is one of the first studies to sequentially investigate how individuals' characteristics (motivation and ability) develop their social network and personal reputation at work. Moreover, theories of political influence, social capital, and signaling were jointly used for the first time ever. [ABSTRACT FROM AUTHOR]

The emergence of peer-to-peer platforms, known as the sharing economy, has empowered people to market their own products and services. However, there are information asymmetries that make it difficult to evaluate the reputation of the seller a priori. This article examines how sellers have to enhance their personal reputation to optimize revenues. The study proposes a revenue model where, given a frontier that depends on the shared assets, the maximization of revenues depends on reputational factors of the person and of the product. An empirical validation of the framework has been conducted in the context of Airbnb, a popular sharing economy travel platform. The sample comprises 981 establishments across five European cities. The findings suggest the crucial importance of personal reputation along with some distinctive reputational attributes of the product itself. These results emphasize the role of trust and personal branding strategies in peer-to-peer platforms. [ABSTRACT FROM AUTHOR]

Drawing on the services marketing and sharing economy literature, the study identifies the leading reputational attributes that boost popularity in sharing economy platforms. As popularity stands as a purchase decision-making tool, the purpose of this paper is to jointly examine the influence of personal reputation and product description. A sample of Airbnb listings was collected in November 2016 in Italy and UK ( n  = 502). The database consists of popularity variables along with personal reputational attributes and the description of the product being offered. The findings of the study, based on the Shapley Value Regression, suggest that personal reputation is of paramount importance, explaining alone almost 40% of popularity variation. The paper concludes with theoretical implications on self-branding and, given the importance weights of the different attributes in popularity building, practical implications for sellers operating in sharing economy platforms. [ABSTRACT FROM AUTHOR]

In an attempt to better understand how a negative reputation may affect one's career, a series of hypotheses which offer an overview of negative personal reputation are tested, utilizing both a lab and a field study. Based upon the existing theory, these hypotheses explore negative reputation in the context of employees in organizations, suggesting that although often negative reputations are undesirable, at times individuals may be motivated to develop such reputations because they may confer benefits to one's career. [ABSTRACT FROM AUTHOR]

The positive effects of a favorable reputation on one's career are well known. What is less established is how reputations are developed and spread throughout an organization. When integrated, a variety of theories can provide a better understanding of personal reputation. Calling upon sense making, role theory, gossip, and a variety of other paradigms, the authors present a model of personal reputation in organizations. [ABSTRACT FROM AUTHOR]

This systematic literature review encompassed the results of previous research on personal reputation and found opportunities in state of the literature to guide future research in communication, management, and other disciplines in the social sciences. A content analysis was conducted of 91 manuscripts from 1984 to November 2022, following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The findings suggest that the amount of literature on personal reputation has increased since 2006; however, it is still in a developing stage. Due to its scarcity, it is advisable to conduct more qualitative and probability studies. For this review, several of the most cited articles are probably pioneering manuscripts that contributed to building the personal reputation construct. This review establishes a total of six categories for guiding future research opportunities on personal reputation. To facilitate the classification of the different future research opportunities, some types of areas suggested by Gomez-Trujillo et al. were considered. The discussion of future research opportunities includes categories like Causes and Effects, Inventories and Scales, Online and Digital Context, Organizational and Group Environments, Leaders and Top Management Executives, and Theory-building. On the other hand, this study could be considered the first step towards future research on how personal reputation influences audiences' opinions and perceptions in different research fields. It also opens the possibility of conducting more specific systematic literature reviews on this topic. Finally, this manuscript offers an overview of the present and the future of construct of personal reputation in the social sciences., Competing Interests: The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (© 2023 Published by Elsevier Ltd.)

Parliamentary questions (PQs) provide a useful tool for members of the European Parliament (MEPs) to control the executive at supranational level and to promote their reputation among relevant groups (party, interest groups and constituency). Previous works have just focused on macro-functions of questions, neglecting the opportunity for MEPs to use them as a re-election and re-selection strategy (micro-functions). In this article, it is argued that PQs are a relevant instrument in the hands of parliamentarians in order to increase their reputation and build up their political image. In particular, it is considered how variation in electoral systems might affect legislative behaviour and, especially, the number of questions asked. Using a new data set on oral and written questions to the European Commission and the Council, the article demonstrates how candidate-centred electoral systems incentivise MEPs to ask more questions than legislators elected under party-centred systems. [ABSTRACT FROM AUTHOR]

Copyright of Forum Empresarial is the property of University of Puerto Rico, Rio Piedras Campus and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The relationship between narcissism and creativity has inspired interesting debates for decades. Drawing on a new perspective, the current study tried to explain how narcissism influences others' creativity evaluation in the organizational context. Based on the theory of impression management, we suggested that narcissism and creativity may have a more complex relationship rather than a simple linear link. To test this relationship, we conducted a survey of 596 subordinates and 60 leaders in three high-technology companies. The result showed that there was an inverted U-shaped relationship between narcissism and creativity evaluation. Moreover, personal reputation mediated this curvilinear relationship and this relationship was significant only when narcissists were low in political skill. Theoretical and practical implications, limitations and future directions have also been discussed., Competing Interests: ZL is employed by China National Petroleum Corporation. The remaining authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Ji, Liu, Liu, Xu and Lin.)

Purpose – Reputation has many positive outcomes, but little is known about how individuals manage their personal reputation at work. This study aims to investigate the relationships between job performance and political skill on personal reputation. Design/methodology/approach – Ninety-eight triads from a Midwestern manufacturer provided data. Employees rated their political skill, supervisors rated the employees' job performance, and coworkers rated the employees' personal reputation. The white-collar respondents were mostly Caucasian, female, middle aged, and moderately tenured in their position. The data were analyzed with regression analysis. Findings – The results illustrated positive political skill-personal reputation and job performance -personal reputation relationships. Job performance was positively associated with personal reputation for politically skilled employees, but not for individuals low in political skill. Research limitations/implications – Job performance was evaluated by employees' supervisors, but less subjective, quantitative measures of job performance would be helpful. Practical implications – Political skill training and/or mentoring relationships may help individuals manage their personal reputation at work. Social implications – This study focused on personal reputation in a work environment. However, the results also may be useful to individuals in a variety of organizations (e.g. schools, clubs, churches). Originality/value – This is one of the first studies to investigate how individuals manage their personal reputation in a work setting. Unlike previous research that used self-evaluations of personal reputation, this study uses peer evaluations, which is more appropriate for the construct. [ABSTRACT FROM AUTHOR]

ABSTRACT Trust mechanism has become a research focus in recent years as a novel and valid way to ensure the transaction security in peer-to-peer file sharing networks. Nevertheless, some fundamental challenges still exist, for example: How can malicious peers be effectively isolated? How can various threats of manipulation by strategic peers be resisted? What strategy should be used to ensure that the service providers are authentic peers? Considering these challenges in our minds, in this paper, we propose a new trust mechanism based on the maximum flow theory. We firstly add a few prestigious peers into a cluster as the original members according to their transaction behaviors in a period; then, we perform maximum flow algorithm and identify those peers that still link from (to) the peers in the cluster as new members, which is carried out repeatedly, and almost every normal peer would finally become the member of the cluster. Each request peer has the priority to select downloading sources from this cluster according to our trust mechanism. In this way, the malicious peers are isolated, and their transaction behaviors are also confined largely even though they have high reputation. Extensive experimental results confirm the efficiency of our trust mechanism against the threats of exaggeration, cheat, collusion, and disguise. Copyright © 2013 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Abstract: The “one village, one product” program establishes an important pattern of agricultural economy specialization and formalization in China. The brand is the external performance of organizational reputation. Key to the sustainable development of the program lies in whether all the peasant households maintain brand is. This paper focuses on an evolutionary game model, which reveals the peasant households’ behavior features of brand maintenance. It is found that the peasant households’ behavior evolved result would create the low efficiency of collective brand maintenance if they do not treasure personal reputation. It is proposed that the agricultural cooperation organizations should become the carriers of the “one village, one product” program. The peasant households will treasure personal reputation in the agricultural cooperation organizations, so the interaction between the personal reputation and organizational reputation could drive the peasant households to maintain collective brand spontaneously. Finally, an actual case is illustrated to support the model. [Copyright &y& Elsevier]

Purpose – Although reputation is important to career success, little is known about how individuals develop their personal reputation at work. This study seeks to investigate the role of work relationship quality and citizenship behavior as partial mediators of the political skill-personal reputation relationship. Design/methodology/approach – In total, 145 triads from a manufacturer in the Midwestern USA provided data for the study. Employees rated their political skill and citizenship behavior, supervisors rated their relationship quality, and coworkers rated the employees' personal reputation. Based on the complementary theories of signaling and social exchange, the relationships between the constructs were analyzed with structural equation modeling. Findings – Political skill demonstrated both direct and indirect effects on the development of personal reputation. In particular, work relationship quality and citizenship behavior partially mediated the relationship between political skill and personal reputation. Research limitations/implications – Personal reputation was evaluated by a randomly selected coworker, but a collection of perceptions would be helpful. Practical implications – Political skill training and/or mentoring relationships may help individuals manage their personal reputation at work, thus benefiting their careers. Social implications – This study focused on personal reputation in a work environment. However, the results also may be useful to individuals in different types of organizations. Originality/value – This is one of the first studies to investigate how individuals develop their personal reputation at work. Unlike previous research that used self-evaluations of personal reputation, this study used peer evaluations, which is more appropriate for the construct. [ABSTRACT FROM AUTHOR]

Abstract: The primary focus of this study is to provide evidence on whether, during a period of economic turbulence, the personal reputation of CEOs holds up as a significant determinant of their remuneration, or whether the company''s financial performance and governance structures are the more dominant determinants of CEOs’ remuneration. Using secondary data sampled from Australian Top 200 listed companies over a 3 year period straddling the global financial crisis, this study models determinants of total CEO remuneration. The results reveal that CEOs’ personal reputation does have a positive significant effect on total remuneration. Of the company financial performance influences on CEO remuneration, volatility of ROE and the net operating cash flow are found to have the most significant effects on total CEO remuneration, as expected during the period of economic turbulence studied. Governance structures of remuneration committee independence and the extent of substantial shareholdings were found to not have significant effect on total CEO remuneration. [Copyright &y& Elsevier]

Drawing upon social identity theory (Tajfel & Turner, 1986) and social labeling theory (Becker, 1963), we investigate the influences of three social identity sources on individuals' personal reputation (a favorable social identity) in China. These influences consist of a personal source (self-recognition), a situational source (organization's reputation of being socially responsible), and a social source (entrepreneurial culture of the societal context). Participants are 408 employees randomly selected in 102 departments (each of which comprises one department head and three immediate subordinates) from 17 large-sized organizations in Harbin, China. To avoid the Lake Wobegon effect and common method variance, personal reputation of the department heads is measured by the average scores of the immediate subordinates in the same departments, while the social identity sources are measured by either selfratings or multi-source ratings. Results reveal that the proposed social identity sources (i.e., selfrecognition, perceived corporate social responsibility, and entrepreneurial culture) are significantly positive predictors of personal reputation of these organizational leaders in China. Implications and limitations of this study and future research directions are discussed. [ABSTRACT FROM AUTHOR]

One of the pitfalls of past research in upward influence communication is that messages are often categorized using more than one characteristic. This categorization has made it difficult to understand how different message characteristics affect supervisors’ perceptions about employees. Given the importance of supervisor perceptions for the future of employees in the organization, this study uses principles of language expectancy theory (LET) to explore how message content (benefit organization vs. no benefit) and delivery style (aggressive vs. nonaggressive) in upward communication situations affect perceptions of personal reputation and work competence. Participants, acting in the role of supervisors, read one of four scenarios and evaluated a new employee. Results suggest that delivery style and message content independently influence the supervisor’s willingness to grant a request as well as influence perceptions of personal reputation, whereas perceptions of work competence are primarily affected by message content. Implications of results for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Reputation is a socially constructed, distributed knowledge phenomenon that creates powerful incentives for good behavior. The idea of using an information system to make reputation explicit and measurable is promising and not new. Well-known examples include Amazon's seller ranking system and eBay's feedback forum. The thesis of this article is that future reputation information systems can be more effective and useful than existing systems if their designs are informed by multi-disciplinary research on reputation. The contribution of this article is a reference model, or meta-specification, that describes the essential functionality and behavior that embedded information systems need to provide to be effective and useful mechanisms for making reputation explicit and measurable. The reference model specified in the industry-standard Unified Modeling Language (UML) is based on a multi-disciplinary understanding of reputation. The model addresses systems that focus on personal reputation. Extensions for organizational reputation are discussed along with other challenges for future research. [ABSTRACT FROM AUTHOR]