ingratiate

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See: propitiate
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based on these findings, it seems likely the degree of an individual's sensitivity to equitable outcomes will influence his or her perceptions of co-workers' ingratiatory behaviors in light of their relationships to the individual's own well-being, leading us to predict:
Equity Sensitive) and who are exposed to ingratiation attempts will perceive more favoritism and react more negatively to the work session, supervisor, and ingratiatory co-worker than co-workers who are less sensitive to equitable outcomes (Benevolent).
Hypothesis 5: Male co-workers who are exposed to ingratiation attempts will report more favoritism and react more negatively to the work session, supervisor, and ingratiatory co-worker than females.
Ingratiation consisted of the presence or absence of ingratiatory behavior by a confederate co-worker.
In the ingratiation condition, the confederate subordinate arose from her seat at the table, walked over to the supervisor, and made ingratiatory comments loudly enough for the other subordinates to hear.
The first variable, ingratiation, consisted of the presence or absence of ingratiatory behavior by a confederate coworker.
In the ingratiation present conditions, the confederate coworker engaged in ingratiatory behaviors, conversing with the supervisor on four separate occasions.
The results of the manipulation check for the confederate coworker on each of the four ingratiatory behaviors (compliment on appearance [Mathematical Expression Omitted], [Mathematical Expression Omitted]; offer to help [Mathematical Expression Omitted], [Mathematical Expression Omitted]; complicompliment on supervisory ability [Mathematical Expression Omitted], [Mathematical Expression Omitted]; show an interest in the supervisor [Mathematical Expression Omitted], [Mathematical Expression Omitted]) indicated that subjects in the ingratiation present conditions perceived that the confederate coworker engaged in these behaviors to a greater extent than the subjects in the ingratiation absent conditions.
Hypothesis two considered two important situational factors that were predicted to influence coworkers' responses to subordinate ingratiatory behavior: the subordinate's level of performance and whether or not the subordinate was rewarded following the ingratiation attempt.